Upward Broadband’s Post

Gen Z has been labeled ‘Generation Quit’ for the last few years. This is a huge misconception. The reality is, Gen Z cares deeply about self-improvement and their career. It's not their work ethic that's the issue. it's the toxic work cultures.  It’s lack of balance. They don’t want to be stuck in an office all day, every day. At Unitaskr and SHOUT, we've seen firsthand how much they value flexibility and a healthy work environment. So stop blaming Gen Z's work ethic. Instead, think about how you can support them… ➡️ Allow remote work and flexible hours. ➡️ Give them space to innovate and share ideas. ➡️ Invest in their development and career progression. ➡️ Build an inclusive, supportive, and transparent environment. ➡️ Ensure they have time to recharge and pursue personal interests. Whether you like it or not, Gen Z is changing the world. It’s probably time to start embracing their values. This quote rounds it off perfectly.

Work culture shock I love it here, lmao, or maybe not. I know I make it sound like I haven't faced any challenges, and my whole write-up from past to present may seem like I'm having the best time of my life in my workspace but honestly, it's a mix of both. I like to dwell on the positive side of things, so today I want to share some of the culture workplace shocks I have experienced so far, working in a fintech MFB. 1. First-name basis: Everyone, regardless of position or seniority even down to the CEO, is addressed by their first name. No titles, no formalities. 2. Dress code: Casual is the norm. They embrace the come-as-you-are comfort but with a little twist(doesn’t mean you can come in with joggers and slides) but you get the gist. 3. Open spaces: No closed doors or cubicles. The office is an open space where collaboration and communication flow freely. 4. Learning on the go: I can approach anyone, at any time, to learn new skills from them, regardless of their departments. Knowledge sharing is encouraged and celebrated here. 5. Aesthetics matter: The office is designed to inspire, with beautiful colors and decors. 6. Flexible breaks: No set recess times. You could take a break whenever you need to recharge. 7. Collaboration over ownership: They emphasize "we" over "I". It's about collective effort, not personal gain. 8. We're "Renners": The organization has a unique identity name and I’m proud to be a part of it. But let's be real, the first-name basis thing was a struggle for me at first. I mean, I'm used to calling my elders 'sir' or 'ma'am', not 'Shola' or 'Daniel'. It felt a bit disrespectful at first, but now, I'm like 'Hi David, and I don't even flinch. It’s quite cool and laid back here if I may say myself. I would like to know in the comment section what culture shock you have experienced in your work setting. #somedaysiwrite #hrintern #writetuesdays #writeeverytwoweeks

I love talking about the generations. I've been doing it for over a decade. But it might be worth explaining why I started doing it. 📢 It was about twelve years ago. I got a phone call from my mother. My mother is a #Boomer who ran an engineering consultancy in the Caribbean. She was working late, as many Boomers do, and was complaining about how she just couldn’t understand her #Millennial employees. They left work early, didn’t complete their assignments on time, visited all these personal sites on their computers, weren’t dressed professionally, and, what really annoyed her, they wore these earbuds in their ears and they kept them in their ears all day long, drowning out all the sounds of the #workplace. And she wasn’t simply complaining. She was frustrated. She was frustrated by the unprofessional work ethic that she saw in her younger colleagues and what she, and many in her generation, ascribed to a widespread generational lack of professionalism. That conversation with my mother started me in this work.💡And it continues on to today. Because there is a lot of frustration. From executives, managers, partners. They do not understand how this new generation, whatever generation it is, works. And on the flip side, from younger #generations, why can’t you understand us? Why can’t you understand what we’ve been through? Why can't you see how much harder we have it than you did? That's why we have this dialogue. Because it's crucial to remember, even in the broadest strokes, what different generations have experienced, what they've fought for, what they've gained, what they've lost, and what they hope for from their futures. This month, I'll be delivering another free webinar, From Woodstock to TikTok: How to Work Across Generations. 💻 I hope you join me. Because this is how we create workplaces where everyone feels seen and that they can #belong and #succeed here. Let's get to work. Reserve your spot, it's free! https://lnkd.in/eECrNYtb

Why the quiet quitting epidemic could be the wake-up call we need. Over the years, I’ve witnessed a shift in how employees engage with their work. The term "quiet quitting" is new, but the signs aren’t. In Gallup's "State of the Global Workplace 2023 Report," 59% of the global workforce were said to be quiet quitters.  Today, more employees choose to "do the bare minimum" because they feel disconnected or undervalued. The psychological toll is real - employees disengage because -they don’t see meaning in their work,  -or worse, they think their contributions go unnoticed. To stop quiet quitting, we must lead with intention by -  -empowering employees with autonomy, -inspiring creativity through collaboration,  - and aligning individual strengths with team goals What strategies have you used to combat disengagement in your team? #Quietquitting #EmployeeEngagement #Leadership #Workculture

Revenge Quitting: A Wake-Up Call for Workplaces In recent years, revenge quitting has emerged as a bold statement from employees frustrated by toxic cultures, broken promises, or feeling undervalued. Unlike quiet quitting, this isn’t disengagement—it’s a definitive, and often public, exit fueled by unresolved issues. As an HR professional, I’ve seen the fallout: lowered team morale, operational disruption, and reputational damage. But rather than dismiss these exits as impulsive, we must see them for what they are—a wake-up call. Why It Happens - Lack of recognition - Toxic leadership - Unrealistic workloads - Broken trust What We Can Do - Listen: Conduct meaningful exit interviews to understand the root causes. - Communicate: Foster open channels for feedback and concerns. - Recognize: Celebrate contributions, big or small. - Empower leaders: Train managers to lead with empathy and fairness. - Balance work-life: Ensure workloads are realistic, and boundaries are respected. Revenge quitting is a symptom of deeper organizational issues. By addressing these proactively, we can create workplaces where employees thrive, not just survive. Let’s learn from these departures and build cultures that inspire people to stay. What are your thoughts? Share your experiences below!

Eremition. Ever heard of it? It’s the silent step back. The quiet quitting before the quitting. And it’s happening in your workplace right now. Not because people don’t care. Not because they’re lazy. But because the environment has given them every reason to retreat. This isn't about disengagement. It’s about disenchantment. About people realizing that no matter how hard they go, how much they contribute, or how many ideas they bring—nothing changes. So, they start shrinking. They stop raising their hand. They take their camera off. They do the job, but the fire? The creativity? The investment? Gone. And the truth is: that’s not an employee problem—it’s a leadership failure. People don’t eremit because they don’t care. They eremit because they no longer believe you do. Do you want to keep your people engaged before they disappear? ➡️ Stop treating people like headcount and start treating them like humans. ➡️ Stop assuming presence equals engagement and start building cultures, a workplace experience people actually want to be a part of. ➡️ Stop waiting for them to say something and start paying attention before they disappear. Because once they check out, once they eremit completely, it’s already too late. You can’t retain what you refuse to see. Let’s stop watching people fade into the background and start creating workplaces where they actually want to show up. And if you don’t know where to start? The UNPLUG Experience is the place to be. 🔥 We’re bringing together leaders, HR pros, and change-makers to challenge outdated workplace norms and build cultures where people actually want to stay. 💡 Ready to be part of the solution? Grab your ticket now and use code UNPLUG20 for 20% off—this month only. #WorkplaceCulture #Leadership #Retention #UNPLUGExperience

Why You Might Not Want to Work with Us Alright, I know this isn’t your typical “come work with us, we’re awesome” post. But let’s keep it real: our vibe isn’t for everyone. We’re all about that hustle culture. Yeah, I said it. Hustle. Not trendy, I know. But here’s the thing: if you’re not about constntly learning, growing, and leveling up, this ain’t the place for you. Helping vulnerable kids with serious needs? It’s no 9-to-5 stroll. It’s work that demands energy, drive, and heart. Work-life balance? We’re not perfect. Sometimes, we’re fully in the grind. That’s what it takes to mke an impact. We go all in when it matters most because these kids deserve nothing less. Be real with yourself- would you want someone working with your child who’s just here for a paycheck? So, if you’re looking for chill vibes and an easy ride, this probably isn’t it. But if you’re about making moves, growing every day, and putting in work that changes lives----this could be where you thrive. We’re on a mission to do big things. It’s not easy, but for the right person, it’s everything. If interested in working with us please contact careers@brettdassociates.com #hiring #abatherapy #appliedbehavioranalysis #rbt #Leadership #Hustle #MissionDriven #ABAtherapy #BigImpact

Remember, it's hard to erase bad behavior on a job. Even when changing jobs, it is likely to follow you. Move over Quiet Quitting - per Forbes Revenge Quitting is the new go to. In 2025, with 65% of workers feeling stuck in their roles and prospects of a stronger job market ahead, experts foresee more employees acting on their workplace hangups this year by revenge quitting. The trend — when fed-up workers stick it to their employers by suddenly leaving — has been years in the making, according to experts, accelerated by factors like technological advances (shoutout AI), burnout, and different generational expectations (shoutout young people). Those most likely to bow out, per a survey of 1,000+ full-time employees by Software Finder, work in marketing and advertising (16%), IT and tech (11%), and media and entertainment (7%). And while just 4% of workers overall plan to revenge-quit this year, the tension is clearly palpable — 28% expect to see the trend play out in their workplace. So classy. These people need to remember that a stunt like this could easily ruin your future career prospects. Word gets out! Happy selling everybody! #DeepRecruiting #TeamGTN #BrightBombs #Careers #CareerGrowth #Sales #TalentAcquisition #Recruiting #staffingagency

Quiet Quitting Is a Leadership Problem—Not a Worker Problem The term “quiet quitting” is everywhere right now, but here’s the hard truth most businesses won’t acknowledge: it’s not an employee issue, it’s a leadership failure. When people mentally check out or start doing the bare minimum, they aren’t lazy or entitled. They’re responding to a workplace culture that’s neglected them. Quiet quitting is the silent protest of employees who feel unseen, undervalued, and uninspired. It’s easy to blame workers for disengagement, but that’s missing the bigger picture. Why are they disengaged? The answer lies in toxic environments, lack of purpose, inadequate leadership, and the absence of meaningful growth opportunities. When leaders fail to invest in their people—both professionally and emotionally—what do they expect in return? Leaders need to recognize that quiet quitting is a mirror reflecting their own shortcomings. If your team is checked out, it’s because you’re not offering them a reason to stay engaged. Leadership isn’t just about hitting KPIs or deadlines; it’s about creating an environment where people feel a sense of belonging and purpose. Workers who are connected to the mission and feel valued won’t quietly quit—they’ll thrive. So what’s the fix? It’s not more perks or a pay bump (although fair compensation is always critical). The solution is fostering a leadership culture built on trust, recognition, and growth. Leaders need to genuinely care about their team’s well-being, offer them autonomy, and create opportunities for development. It’s about giving people a reason to believe in what they’re doing and showing them that their contributions matter. Quiet quitting is the final symptom of a leadership culture that has ignored its people for too long. It’s not an employee rebellion—it’s a leadership crisis. Fix your leadership first, and you won’t have to worry about your team quietly checking out. #LeadershipCrisis #QuietQuitting #EmployeeEngagement #LeadershipMatters #WorkplaceCulture #FutureOfWork #LeadershipDevelopment #EmployeeWellbeing #LeadersWhoInspire #TrustInLeadership

Will 2025 be the year of revenge quitting? We're seeing that the trend that's resonating most with folks from Glassdoor's Worklife Report is pent-up resentment from workers due to a slower job progression and a tough job market leaving them stuck in their careers. With the brewing resentment, will we see a momentum of revenge quitting from workers in 2025? Find out in this Harper's Bazaar piece featuring Glassdoor's latest data. #careertrends #CompanyCulture #burnout