Gen Z in the Workplace

Bloomberg just published the conversation I had with their team about how we're using AI and robotics to transform manufacturing, and they captured something important that often gets lost in these discussions.   When people hear "AI in manufacturing," they often picture robots replacing workers. That's not what we're building.   At the Hyundai Motor Group Innovation Center Singapore (HMGICS), we are exploring what some call a "dark factory" due to its high level of automation. The goal isn't eliminating human jobs. It's elevating human work.   We don't need more people tightening bolts repetitively. We need more engineers designing systems, more technicians maintaining intelligent equipment, more problem-solvers optimizing production. AI and robotics handle the repetitive tasks. Humans handle judgment, creativity, and continuous improvement.   As I mentioned in the conversation, "We are a tech company that happens to be in the automotive business." That shift, from purely mechanical manufacturing to software-defined production, changes everything about how we serve customers.   We can produce ten different models on the same line at HMGICS and switch between ICE, hybrid, and EV in real-time based on what markets want. We can respond quickly because our manufacturing systems are intelligent enough to adapt.   That flexibility, powered by AI, is what lets us deliver the right vehicle to the right customer at the right time, not force customers to accept what we happen to be producing.   We're scaling this approach from Singapore to Hyundai Motor Group Metaplant America (HMGMA) and beyond. Sixty percent of HMGICS innovations are already deployed in Georgia. This isn't pilot-stage experimentation, it's industrial transformation in practice.   Thanks to Angie Lau and the Bloomberg team for the conversation and for helping tell this story. In an age of extremes, the companies that thrive will be those that use technology to maximize human potential, not replace it. It's a great time to be with Hyundai Motor Company!

We are all fluent in the corporate lingo: synergy, deep dive, action items, paradigm shift. But like every other technology, our professional vocabulary has an expiry date. I constantly stress that the most critical skill for any founder or leader is AQ, adaptability quotient. That doesn't just mean adopting AI, it means adapting to the fundamental, psychological shift in what people want from work. For instance, my Gen Z teammates are not just changing how they work; they are changing the language we use to define the journey. Pay attention to these terms—they tell you everything you need to know about where ambition and wellness are heading: 1️⃣ Job Hugging: This is the new anti-Job Hopping. It describes employees clinging to their current role, even if they are unsatisfied, due to fear of economic instability. The takeaway is that surface-level retention doesn't equal engagement. 2️⃣Career Catfishing: When a candidate accepts a job offer but deliberately fails to show up on the first day. It's often a silent protest against tedious, slow, or frustrating hiring processes. The takeaway here is that we must prioritize a human-first, transparent candidate experience. 3️⃣Micro Retirement: Taking self-funded, intentional breaks (from a few weeks to months) throughout your working life, rather than deferring all personal goals until age 65. That's because people are now prioritizing sustained energy over continuous grind. 4️⃣Conscious Unbossing: The intentional avoidance of traditional management/middle-management roles. Younger professionals are now seeing leadership as too high-stress and low-reward, preferring roles that offer autonomy and specialized expertise. We need to redefine what a "successful" career ladder looks like. 5️⃣Career Minimalism: Choosing stability, intentionality, and clear boundaries over rapid advancement or hustle culture. The job is a means to support a life, not the identity of that life. The takeaway from this is that ambition is not dead; it's just being redirected into personal fulfillment outside the traditional 9-to-5. These words are clear signals that the covenant between employer and employee has been rewritten. The next generation isn't looking for a job; they're designing a life, and your company is a part of that design. We must learn their language to truly understand and engage them. #GenZinWorkplace #Corporate #WorkCulture

I run an agency where most of my team is under 25 & i've made every possible mistake managing them... here's what 3+ years of trial and error taught me about getting the best out of "GenZ" 1.⁠ ⁠tell them why, before you tell them what the fastest way to lose a GenZ employee's interest is giving them a task with zero context. they don't need hand-holding, they just need the full picture. → "make this carousel" gets you average work.  → "this carousel is going to a founder who just raised 50cr and needs to announce it to 200k people" gets you their best work. 2.⁠ ⁠give feedback like you'd want to receive it be as specific and direct as possible and give them something they can actually act on → "this isn't good enough" doesn't work with anyone, especially them  → "the hook is weak because it doesn't create urgency. here's what i'd change and why." try saying this instead 3.⁠ ⁠don't dangle promotions. show them the exact path. the more specific your growth path, the longer they stay. → "you'll grow here" means nothing to them. they've heard it everywhere.  → what works is "in 6 months, if you hit X and Y, you move to this role with this salary." 4.⁠ ⁠stop micromanaging their hours, measure outputs instead i used to track when people logged in which was absoluetly pointless. some of my best performers do their best work between 10pm and 2am & that used to bother me. but it doesn’t matter anymore  → care about one thing, did the work get done, and was it good? 5.⁠ ⁠have honest conversations about their future, even if it's not with you. i ask most of my team member, "where do you see yourself after this role?" some say they want to start their own thing. and that's fine.  i'd rather have someone give me their best 18 months than their mediocre 5 years. → the moment you make it safe for them to be honest, they give you way more while they're here. 6. use lowercase to appeal to them lol GenZ isn't a problem to manage. they're like a mirror which reflects every gap in your leadership back at you. no point trying to fix the generation. fix the gaps and they'll build things you didn't think were possible.

📉 Entry-level job postings have taken a knock. A significant one. That’s one of the starkest signals in the latest global research on Gen Z - and it has far-reaching implications for how we support early career talent. As this chart shows, job postings requiring 0–2 years of experience have declined by 29 percentage points since January 2024. In contrast, postings for senior roles have broadly stabilized. This creates a fundamental imbalance. At the exact moment that Gen Z is stepping into the workforce, the usual career ladder appears to be missing an early rung. This is broader than a singular talent issue. It’s an economic one. We’re dealing with persistent talent scarcity across sectors - in healthcare, logistics, IT, engineering, and more. If we fail to activate early-career workers and give them clear entry points, we risk weakening the pipeline we rely on to build our future workforce. The report draws on insights from more than 11,000 young workers and over 120 million global job postings, and the findings show a generation that’s not disengaged, but ambitious. 85% of Gen Z talent say they weigh long-term goals when considering a new job. They’re not job-hopping; they’re growth-hunting. And yet, many haven’t made the connection between upskilling and the growth they’re looking for. While they’re the most AI-empowered generation in today’s workplace - with 46% using AI to learn new skills - access to formal training still lags. This creates a new kind of digital divide. For employers, this presents challenges, but more significantly, opportunity. We need to rebuild the early-career pathway. Not by going backwards, but by reimagining the start of the working journey. That includes: ✏️ Designing entry-level roles with clear progression 🎒 Helping talent connect learning to advancement 🤖 Ensuring equal access to AI tools and training 💙 Meeting Gen Z’s call for purpose, flexibility, and equity We can’t fix talent scarcity without focusing on those just entering the workforce. And we can’t talk about the future of work without building it - from the first step of its ladder. 📘 Explore the full Gen Z report here: https://lnkd.in/ecd2HjXU

Old teaches young – that’s how it went. Now, for the first time, generations teach each other.  For me that means staying open to different ways to get things done. And different ways of communicating Senior leaders often ask me how best to present to an audience of Millennials and GenZ. Here are 11 tips to communicate to younger audiences: 1 - Stay authentic  GenZ in particular values authenticity and can easily detect insincerity. 2 - Start with the audience   What’s their narrative landscape? 3 - Use relatable examples and stories  What resonate depends on who listens. 4 - Dress for the occasion  Stay true to yourself, but be aware that your first impression matters. 5 - Keep It short and engaging Younger audiences value brevity. 6 - Incorporate tech and multimedia  Add videos, Gifs, emojis, social media posts and interactive elements. 7 - Prioritize visual and aesthetic appeal Avoid cluttered slides and excessive text. 8 - Encourage interaction and participation Expect more explaining, more discussion, more listening. That’s a good thing. 9 - Highlight innovation and future trends Showcase how your topic is relevant to the future. 10 - Use inclusive language  Younger generations are more likely to hold you accountable if you don’t. 11 - Have a sounding board  Run your presentation by a younger colleague for feedback and a sense-check. Sure, there are differences, but we all have one thing in common: We crave and expect mutually respectful communication. ❓What am I missing?  ♻ Follow me Oliver Aust and please share to help your network.

As both a neuropsychologist and a business owner, Ive witnessed a growing trend among Gen Z professionals that’s difficult to ignore: an increasing inability to take constructive feedback, a startling lack of resilience, and an unwillingness to commit to roles unless they are perfectly aligned with some elusive “passion” While the pandemic undeniably disrupted social development and work readiness, the challenges with GenZ run deeper and are rooted in how this generation has been shaped neurologically, emotionally, and culturally. COVID-19 robbed this cohort of key transitional years of school, college, internships, and early work experiences. Those formative opportunities to navigate failure, adapt to discomfort, and learn the value of effort over time were replaced by digital isolation, performative online learning, and emotional stagnation Beyond the pandemic, we must acknowledge deeper neuropsych and sociocultural factors. GenZ is the first generation raised entirely in the era of smartphones, instant gratification, and algorithm-driven content that reinforces their biases and preferences. Neurologically, this hyperstimulation wires the brain for dopamine-driven rewards, making sustained effort and delayed gratification-core components of grit and resilience-much harder to cultivate. It’s not just defensiveness; it’s a neural misfiring of how discomfort is processed. There is also an increasing inability to differentiate between discomfort and harm. A critical comment from a manager, a project that doesnt align with their passions, or even a demanding deadline is often perceived as emotionally unsafe. The dominant narrative theyve absorbed is“If it doesnt feel good, it isnt right” And so, they walk away from jobs, challenges, teams before giving themselves a real chance to learn or adapt. Job hopping is not seen as instability, but as self-preservation. Meanwhile growth mindset(embracing failure as feedback showing up even when it’s hard) is absent. Everything in life is overly romanticized Work must be meaningful from day one Passion must be the driving force The belief that “life is meaningless unless I find my one true calling” sets an unrealistic and fragile foundation. When reality doesn’t match this fantasy, despair sets in quickly. But beyond criticism lies responsibility. We, as mentors, leaders, and older professionals, must recognize this as a generation that has not been given the emotional or neurological tools to cope with real-world demands. We must stop coddling, but not stop caring. Clear expectations, honest communication, and patient structured guidance are crucial. GenZ doesnt need more praise they need more process. They need to learn how to find meaning through effort, not escape. The world is not broken. But our messaging, parenting, education, and digital conditioning have certainly built a generation deeply vulnerable to it. Its time to help them reconnect with reality not to diminish them, but to empower them.

As a proud member of Gen Z, I found the recent The Wall Street Journal article about our generation’s impact on the workplace to be both insightful and timely. Gen Z may bring different expectations and needs to the table, but those differences are opportunities for growth and innovation. 𝐋𝐞𝐭’𝐬 𝐬𝐩𝐚𝐫𝐤 𝐚 𝐜𝐨𝐧𝐯𝐞𝐫𝐬𝐚𝐭𝐢𝐨𝐧: 𝐇𝐨𝐰 𝐢𝐬 𝐲𝐨𝐮𝐫 𝐨𝐫𝐠𝐚𝐧𝐢𝐳𝐚𝐭𝐢𝐨𝐧 𝐚𝐝𝐚𝐩𝐭𝐢𝐧𝐠 𝐭𝐨 𝐭𝐡𝐞 𝐫𝐢𝐬𝐞 𝐨𝐟 𝐆𝐞𝐧 𝐙 𝐢𝐧 𝐭𝐡𝐞 𝐰𝐨𝐫𝐤𝐟𝐨𝐫𝐜𝐞? Here are a few approaches that are resonating with many of us: ✨ Aligning Work with Purpose: We’re driven by more than just a paycheck. Companies that clearly connect individual roles to a larger mission see greater engagement and enthusiasm. ✨ Creating Continuous Feedback Loops: Regular check-ins aren’t just nice to have—they’re essential. Frequent feedback helps us stay motivated and aligned with our goals. ✨ Prioritizing Mental Health: Offering mental health resources and fostering a supportive environment isn’t just a perk—it’s a necessity. This support goes a long way in creating a resilient and productive workforce. ✨ Fostering Growth through Mentorship: We crave opportunities to learn and grow. Mentorship programs that offer guidance and development pathways are key to retaining top talent. At REACH, where many of my team members are also Gen Z, I've seen firsthand how our generation's desire for purpose, mentorship, and mental well-being can drive positive change. We're working to build an environment that not only meets these needs but thrives because of them. Where our team feels valued, heard, and supported so they can become the most dedicated and innovative contributors. Instead of viewing the generational shift as a problem, let's reframe it as a unique chance to reshape the workplace into something more dynamic. ----- Read more from Katherine Bindley and Chip Cutter for The Wall Street Journal: https://lnkd.in/gajy28er

The Class of 2025 faces unprecedented challenges—but your greatest asset isn't just your degree, it's your capacity for transformation. Research consistently shows that sustainable career success emerges from internal motivation: ↳ 68% higher employment satisfaction when work aligns with personal values, according to Workforce Analytics ↳ 2.9x greater career resilience when skills development is self-directed, according to Harvard Business Review ↳ 81% improved interview performance when candidates articulate authentic purpose, according to PSYCHOMETRIC RECRUITMENT LIMITED To activate your career transformation engine, master these five essential components: 🔹 Design your "Skills Acceleration System": Map your learning against emerging industry needs. Graduates who dedicate 5 hours weekly to strategic upskilling secure roles 40% faster (LinkedIn Workforce Report). 🔹 Craft your "Rejection Resilience Protocol": Convert interview feedback into growth opportunities. Candidates who implement structured feedback review processes receive 3x more follow-up interviews. 🔹 Develop your "Network Cultivation Rhythm": Create systematic touchpoints with industry connections. Professionals with consistent relationship-building practices receive 57% more unsolicited opportunities. 🔹 Create your "Opportunity Visibility Framework": Establish daily practices that position you where serendipity happens. Graduates in 3+ industry communities encounter 4x more "hidden market" roles. 🔹 Formulate your "Professional Identity Narrative": Craft and practice your unique value proposition until it becomes second nature. Candidates with coherent personal narratives advance 2.5x faster in early career stages. That's how you become career-resilient in a competitive landscape—by systematically building the professional identity that creates opportunities where others see only obstacles. What's one step from this framework that sparks your curiosity? Share below. Coaching can help; let’s chat. Joshua Miller #Classof2025 #CareerAdvice #Executivecoaching

There is so much noise about Gen Z employees. Entitled. Impatient. Disloyal. We’ve heard it all. Here’s what I think after coaching hundreds of them closely: Gen Z isn’t difficult. They’re just different. And maybe that’s exactly what the workplace needed. As an interview coach, I’ve seen a clear shift in how this generation approaches careers. >>> They want purpose. One Gen Z candidate asked in a mock interview: Will my work contribute to something meaningful?" That level of self-awareness? Rare a few years ago. >>> They want balance. They’re not afraid to say, “I don’t want a life that’s just work.” And I respect that. Because burnout isn’t a badge of honour anymore. >>> They want growth and feedback. They won’t stay in a role where learning has plateaued — no matter how fancy the brand is. >>> They want to be heard. If a company doesn’t respect their opinions in interviews, They assume (rightly so) it won’t respect them at work either. So no, they’re not “too much.” They’re just refusing to settle for the bare minimum. And if you’re a company still operating with a 2010 mindset, You might struggle to retain the best of them. Gen Z isn’t entitled. They’re just not willing to trade peace for a paycheck. And honestly, that’s a lesson for all of us. What do you admire most about this new generation of professionals? #Genzemployee #hiring #InterviewTips #jobtips #interviewpreparation #professionals

What if I said Gen Z has the strongest personal brand intuition..? Would you believe me or call me foolish? Most people do because I am calling the least experienced generation the most intuitive one. But they are. Gen Z understands personal branding in a way no previous generation ever could and it’s not because they are loud. It’s because they grew up watching people build brands in real time. Most of us learned personal branding. They absorbed it. They watched creators rise, fall, pivot, rebrand, disappear, return. They have seen what works, what feels fake, what feels forced, and what actually connects. So when people say Gen Z “doesn’t care” or “isn’t serious,” I smile a little. 𝗚𝗲𝗻 𝗭 𝘂𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱𝘀 𝗯𝗿𝗮𝗻𝗱𝗶𝗻𝗴 𝗯𝗲𝘁𝘁𝗲𝗿 𝘁𝗵𝗮𝗻 𝗺𝗼𝘀𝘁 𝘀𝗲𝗻𝗶𝗼𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀 𝗲𝘃𝗲𝗿 𝘄𝗶𝗹𝗹, 𝘁𝗵𝗲𝘆 𝗷𝘂𝘀𝘁 𝗲𝘅𝗽𝗿𝗲𝘀𝘀 𝗶𝘁 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁𝗹𝘆. 🟢 They can sense inauthenticity instantly. 🟢 They know when someone is performing. 🟢 They know when a message has no clarity. And they can spot a confused personal brand before the person even finishes their headline. Gen Z isn’t difficult, they are aware. You can’t impress them with generic advice. You can’t lead them with vague values. And you definitely can’t fool them with polished but empty content. ➖ They follow clarity. ➖ They follow honesty. ➖ They follow people who actually mean what they say. If you want Gen Z to listen, don’t “𝘁𝗮𝗹𝗸 𝘁𝗼 𝘁𝗵𝗲 𝘆𝗼𝘂𝘁𝗵” Talk like someone who respects their intelligence. The future of personal branding is already here and Gen Z is the proof. 𝗧𝗵𝗲 𝗿𝗲𝗮𝗹 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻 𝗶𝘀 𝘄𝗵𝗲𝘁𝗵𝗲𝗿 𝘆𝗼𝘂’𝗿𝗲 𝗹𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗳𝗿𝗼𝗺 𝘁𝗵𝗲𝗺 𝗼𝗿 𝗹𝗼𝘀𝗶𝗻𝗴 𝘁𝗼 𝘁𝗵𝗲𝗺. #PersonalBranding #GenZ #BrandingIntutions