#genz

If Stinky’s goal was to convince younger employees to stay, publicly taking shots at Gen Z over wanting flexibility wasn’t exactly the way to do it. His comments came across as dismissive, disrespectful and completely out of touch.

Here’s what this pre-computer dinosaur fails to understand. We grew up online, made friends online, had relationships online. We learned online, collaborated online, and even went to school and got degrees online. We don’t need a five-day RTO mandate to know how to be connected and productive.

Nobody is asking to never come into an office. People are asking for flexibility. Instead of trying to understand that, leadership keeps acting like it’s a work ethic problem.

Then they wonder why younger employees don’t stick around.

Maybe stop blaming the workforce and start asking why the workforce isn’t buying what your so called “leadership” is selling.

Layoffs create significant challenges for remaining Gen Z employees. Many lack the experience and training for new post-layoff responsibilities. This leads to costly mistakes and high rates of considering leaving. Organizations must implement re-onboarding and interactive learning strategies. Peer learning and feedback also help Gen Z adapt and thrive.

https://hrdailyadvisor.hci.org/2026/06/24/gen-z-is-sending-a-warning-about-post-layoff-culture-and-hr-leaders-should-pay-attention/

Kids just don't care... Kids just do not see work the way the rest of us were taught to.

A lot of them look at the employer-employee relationship and see it for what they think it is: a bad deal. They can tell workers are doing the actual work, getting paid next to nothing, while the real money goes to executives and shareholders.

So when they act like they are not bought in, that should not be shocking. They figured out the game and adjusted. A lot of us figured it out too, but because of how we were raised and what we were taught to believe about work, it is harder for us to change.

I do not blame them.

https://fortune.com/2026/04/08/gen-z-workers-sabotage-ai-rollout-backlash/

Silent Generation (1928 to 1945)
Followed rules, kept their heads down, built quietly

Baby Boomers (1946 to 1964)
Lived large, bought everything, now gatekeeping everything.

Gen X (1965 to 1980)
Trusts no one, complains little, secretly runs the world,

Millennials (1981 to 1996)
Chased purpose, got burnout, still pretending their fine.

Gen Z (1997 to 2012)
Questions everything, trusts nothing, feels everything

Gen Alpha (2013 to 2025)
Born with iPads, raised by YouTube, future unknown

https://www.aol.com/articles/cubicles-dead-says-kevin-oleary-171606254.html

The workforce is changing and companies ignoring it are setting themselves up to fail. Kevin O’Leary recently said, “Cubicles are dead,” and warned that forcing people back into offices will only attract the bottom quartile of talent. Millennials and Gen Z now dominate the labor market, and for them work-life balance and flexibility are not perks, they are baseline expectations. As Baby Boomers phase out, companies insisting on five-day RTO will find themselves competing for the shrinking pool of workers who can’t leave.

RTO isn’t just a morale issue. It destroys value, drives top talent away, and leaves companies exposed with only the least mobile employees. The lesson is clear: productivity, collaboration, and retention follow autonomy, not attendance. Any leadership that believes otherwise is betting against the future of work.

Gen Z can’t move into management roles until the baby boomers leave or retire.

What a surprise ? Not ! More barefaced lies and FUD from Alvind, Krabanaugh and the Pipmunks. But we all know that already. Whatever happened to Design Thinking ? It went out of fashion. We need new IBM buzzwords for putting a load of BS on Kramer.

https://www.msn.com/en-us/money/companies/ibm-s-gen-z-hiring-pledge-collides-with-harsh-layoffs/ss-AA1RcGLF?ocid=msedgntp&pc=W099&cvid=6927aafe67f94a858f69a0409678bfdc&ei=31

Is there going to be a hiring freeze ?