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Tag: GenZ

  • Gen Z Is Teaching Older Colleagues How to Use AI: Survey | Entrepreneur

    Gen Zers born between 1995 and 2012 are adopting AI at work and helping older colleagues embrace it too, according to a new poll.

    The survey, conducted by workspace solutions company International Workplace Group, found that close to two-thirds of Gen Z respondents were teaching their older workplace peers how to use AI.

    “This support often takes different forms, from hands-on guidance to sharing practical tips to integrate AI into daily workflows,” International Workplace Group CEO Mark Dixon told CNBC.

    Related: Almost 100% of Gen Zers Surveyed Admitted to Using AI Tools at Work. Here’s Why They Say It Is a ‘Catalyst’ for Their Careers.

    In the poll, which surveyed over 2,000 individuals in the U.S. and the U.K., nearly half of the respondents said AI is bridging generational gaps and encouraging collaboration. Older workers “are showing a real openness to AI” and “learning from younger generations,” Dixon told the outlet.

    He added that the dynamic between older and younger generations was “so impactful” because of its “reciprocity.” Younger generations are using their AI skills to “guide” others and “introduce new ways of working,” while older generations respond by leveraging their experience and industry knowledge to help Gen Z use the technology more effectively.

    “In today’s digital-first era, AI is emerging as a powerful unifier across generations,” Dixon told CNBC.

    Related: Gen Z Is Increasingly Turning to Trade Schools as a Fast Track to Entrepreneurship and an AI-Proof Career

    The survey additionally found that most office workers (86%) said that AI has improved their efficiency, while over three-fourths say it has helped their careers. On average, workers saved 55 minutes every day by using AI.

    Gen Z workers are also improving their own AI skills by teaching others how to use it, Dixon said.

    Gen Zers born between 1995 and 2012 are adopting AI at work and helping older colleagues embrace it too, according to a new poll.

    The survey, conducted by workspace solutions company International Workplace Group, found that close to two-thirds of Gen Z respondents were teaching their older workplace peers how to use AI.

    “This support often takes different forms, from hands-on guidance to sharing practical tips to integrate AI into daily workflows,” International Workplace Group CEO Mark Dixon told CNBC.

    The rest of this article is locked.

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    Sherin Shibu

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  • Coca-Cola Could Change The Cannabis Industry

    Coca-Cola Could Change The Cannabis Industry

    The beverage behemoth has already made mass changes in culture…is cannabis next?

    It is almost a $100 billion company, in 200 countries (more than the 193 of the United Nations) and on average, 10,000+ Coca-Colas  are consumed every second. They are a world leader for beverage, change and growth. While they flirted with the cannabis industry in 2018, nothing has come over it. But with Constellation and Diageo being huge players in the industry, Coco-cola could change the cannabis industry dramatically.

    RELATED: The Most Popular Marijuana Flavors

    Most people forget, Coke was the leader in the bottled water movement. While other sodas and beverages mocked or feared the concept, they slipped in and premiered Dasani. The brand was dominate for years and only recently lost to Pepsi’s Aquafina. They have the political clout, distribution, and resources to reach mainstream audience in multiple companies. And they know how to talk to customers.

    The cannabis industry as grown some midsized companies, but it mostly filled with Mom & Pop businesses. While building a company they have to learn how to develop products for a mainstream audience which can be difficult. And they have to figure out running a business and distribution. Like the alcohol companies, Coke knows how to produce, market and move product, in a major way.

    With Gen Z moving away from alcohol toward cannabis, Coke is well positioned to guide this market into life-long habits. There is also an opportunity to play off the “healthy” side of the company (water) and market CBD drinks and microdosing opportunities.  Unlike rival Pepsi, who has had an on again/off again relationship with food, Coke has stuck strictly to beverages. WIth the slowly growing marijuana beverage market, Coke could make it a dominant player for consumers.

    From developing the six-pack carrier in 1923, commonly used today, to the Big Gulp, they know and understand consumers. While Tab failed to take off, Diet Coke is the number one seller today. They have the data to deliver what consumers want at a price which is attractive.

    RELATED: Science Says Medical Marijuana Improves Quality Of Life

    The marijuana industry already has major mainstream players guiding the future of the legalization and popular use. Coke, with their trusted reputation by all generations, could take it to the next level.

     

    Amy Hansen

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  • Marijuana Can Bond Grandparents To Family

    Marijuana Can Bond Grandparents To Family

    Like wine with dinner or a beer in the backyard, marijuana is becoming very common.

    With almost 60% of adults drinking alcohol, it has been a staple of family events. Relatives including grandparents, cousins, adult grandkids and more have sat at a table and toasted with beer, wine or booze….and now cannabis may be in the mix.  As legalization has grown, cannabis is being embraced by more people and is popping at all sorts of family gatherings. And, it seems, marijuana can bond grandparents to family.

    RELATED: The Most Popular Marijuana Flavors

    In a third party survey sponsored by Sanctuary Wellness, some interesting data has given hope about intergenerational bonding. There are all sorts of concerns about boomers and Gen Z not relating, but marijuana like music is showing a positive trend. Nearly one in three have tried cannabis, far less than alcohol, but still a significant number.  In the survey, Millennials use the most followed closely by Gen X then Gen Z and finally Baby Boomers. And while a whopping 86% of Gen Z and Millennials support the legaization of weed…a full 71% of Baby Boomers do also.

    Gen Z is slowly turning away from alcohol and feel they have way more stress than their grandparents.  Due to the embrace from the medical community, Boomers are starting to see cannabis as aid in dealing with chronic pain and sleep issues. The plant can be very effective without as many harsh side effects.

    Once interesting factor in the survey is the use of gummies. Microdosing has become huge and Gen Z sees it as a way to manage anxiety.  With gummies, you see 76% use of Baby Boomers and 72% with Gen Z….far higher than Millennials and Gen X.

    RELATED: The Most Popular Marijuana Flavors

    For many Europeans, alcohol is a part of their culture and viewed as a social activity. In Italy for example, children are eased into drinking with a bit of wine at dinner. They’re taught from an early age that alcohol is something to drink casually and in moderation. Alcohol abuse is less coming in Italy and France due to the generation training.  Maybe marijuana, which has clear medical benefits, could be another thing which generations share to make for a better life.

    Amy Hansen

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  • Top Career Motivations of Gen Z and Reasons They Choose an Employer | Entrepreneur

    Top Career Motivations of Gen Z and Reasons They Choose an Employer | Entrepreneur

    Opinions expressed by Entrepreneur contributors are their own.

    In the dance of generations at work, Gen Z holds the floor now. They will be the fastest-growing generation in the workforce over the next decade. To attract this emerging talent, employers should consider the top items Gen Z is looking for at work.

    A recent study of 11,495 of the highest-achieving high-school students, college students and recent college graduates in the United States reveals the preferences, attitudes and goals of the next generation of workers.

    Top three career motivations for Gen Z

    1. Entrepreneurial culture

    Gen Z is incredibly entrepreneurial, 60% express a desire to start their own businesses. Leaders must create an entrepreneurial culture that nurtures innovation, creativity and risk-taking.

    Encourage Gen Z employees to explore and develop their ideas, providing opportunities for them to spearhead projects and initiatives. Foster an environment that embraces experimentation and learning from failure. By fostering an entrepreneurial culture, leaders can tap into the entrepreneurial spirit of Gen Z, harnessing their innovative ideas and driving organizational growth.

    Related: The 5 Things Gen Z Is Looking for in a Job and Career

    2. Personalization and individuality

    Gen Z craves personalization and desires to bring their authentic selves to work. 92% of Gen Z prefer to have the option of personalizing their workspace. Leaders should embrace individuality and create a flexible environment that allows for personal expression and customization.

    Provide Gen Z employees with the freedom to design how, where, when and what they work on. Encourage diverse perspectives and opinions, valuing the unique contributions that each individual brings to the table. By embracing personalization and individuality, leaders can foster a sense of ownership and empowerment among Gen Z employees.

    3. Social impact and purpose

    Gen Z is deeply passionate about making a positive impact on society. 76% of Gen Z prioritize working for organizations that align with their values. Leaders must incorporate social impact and purpose into their organizational mission and values. Clearly communicate the organization’s commitment to social responsibility and highlight initiatives that contribute to the greater good.

    Provide opportunities for Gen Z employees to engage in volunteer work, community service, or sustainability projects. By integrating social impact into the workplace, leaders can attract and retain Gen Z talent who are driven by a desire to create a meaningful difference.

    Understanding and adapting to Gen Z’s expectations is crucial for leaders to build successful organizations in the future. By cultivating an entrepreneurial culture that embraces innovation, encourages personalization and individuality, and incorporates social impact and purpose, leaders can expect to attract, engage and retain Gen Z.

    Understanding Gen Z’s career drivers is part of the formula for effectively attracting and engaging new talent. The other part is understanding what factors they are considering when working for an employer.

    According to another recent study of 14,483 Gen Z respondents across 44 countries, these are the top reasons Gen Z chooses an employer.

    Top four reasons Gen Z chooses to work at a company

    1. Good work-life Balance

    When it comes to choosing an employer, work-life balance is a paramount consideration for Gen Z. This generation grew up in a hyperconnected world, witnessing the potential downsides of an “always-on” culture. They prioritize their well-being and seek employers who understand the importance of maintaining a healthy work-life balance. Gen Z craves flexibility, autonomy and the ability to pursue their passions outside of work.

    To attract Gen Z talent, companies must prioritize work-life balance initiatives that foster a harmonious integration of personal and professional lives.

    2. Learning and development opportunities

    Gen Z is a generation that values continuous growth, seeking opportunities to acquire new skills, expand their knowledge, and advance their careers. They prioritize employers who invest in their professional development and provide a clear path for advancement.

    To attract and retain Gen Z talent, companies must prioritize learning and development initiatives that align with their aspirations and foster a culture of growth.

    3. High salary or financial benefits

    Gen Z cites the cost of living as their top societal concern, above unemployment and climate change. So, not surprisingly, pay is top of mind when choosing an employer. As they enter the workforce, Gen Z faces economic pressures and desires financial stability. They seek employers who offer competitive compensation packages and financial incentives.

    Companies must address Gen Z’s financial aspirations and provide avenues for financial growth if they want to secure next-generation talent.

    Related: Everything You Need to Know About Hiring and Retaining Gen Z Talent

    4. Positive workplace culture

    Gen Z seeks an environment that is inclusive, collaborative, and supportive, where they can thrive both personally and professionally. Gen Z values a workplace culture that fosters strong relationships, encourages open communication, and promotes a sense of belonging.

    By prioritizing and fostering a culture of recognition and appreciation, leaders can create an environment that aligns with Gen Z’s aspirations and values.

    Gen Z is here, ready to make their mark on the world of work, and companies must adapt to effectively attract and engage this generation. By understanding Gen Z’s career motivations and aligning with the reasons they select an employer, companies can create workplaces that inspire and retain Gen Z talent.

    Ryan Jenkins

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  • America may now be in a youth-cession: Consumers over age 60 are propping up the economy

    America may now be in a youth-cession: Consumers over age 60 are propping up the economy

    Is America going into a recession or not? That depends on who you ask—and how old they are.

    Consumer households from their 20s to their 50s are now spending sharply less on their credit and debit cards than they were a year ago reports Bank of America, after crunching the numbers on its customers.

    At this point it’s mostly those over 60, and…

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  • Today’s Multigenerational Workforce Needs This Kind of Leader

    Today’s Multigenerational Workforce Needs This Kind of Leader

    Opinions expressed by Entrepreneur contributors are their own.

    The workplace continues to evolve into a more collaborative, ethical and trustworthy place for employees. Leaders must become equally diligent in earning respect from colleagues. Many workplace leaders feel that they intrinsically are owed respect from employees simply because of their position of authority. However, this thought process has led to serious problems within the workplace.

    The new generation of workers expects a culture where they are respected, nurtured and given an opportunity to grow. When this expectation is not met, turnover numbers skyrocket, and the company experiences a severe drop in productivity.

    Natural leaders want to be liked by their employees. Some leaders who take that approach face confusion and pushback about their process. Yet, these leaders enjoy a much higher retention rate than leaders who don’t share the same care and consideration for their employees. Leaders can easily earn their respect by caring for employees and their families. Consider a few ways you can earn the respect of your employees.

    Related: How to Lead a Multi-Generational Workforce in the New Normal

    Lead by example

    The best executives lead their employees by example. This includes how hard you work, the effort you put into your job how you contribute to the team overall. While you may need to step up and lead your team in a more direct way when the project calls for it, most of the time, you should lead from within the team, working alongside them.

    Additionally, giving the respect that your workers deserve is an excellent way to lead by example. Fairly treating your workers shows how much you value them. Listening to any issues or challenges they face and addressing them are also great ways to showcase your respect for them. When you treat your team well, they will, in turn, respect you.

    Make consistency a priority

    Respected leaders understand the importance of consistency. Don’t change your leadership style from day to day. Set up reasonable expectations for your employees. They should know how you handle issues and what to expect once one pops up. Build trust through consistency.

    Own up to your mistakes

    When you make a mistake, admit to it. The best leaders own their humanness and aren’t afraid to admit it to their employees. When you own up to your mistakes and do what you can to fix them, your employees will respect you for it.

    Related: 3 Ways Owning Your Mistakes Will Make You Powerful

    Seek opinions from employees & stick to your decisions

    The best leaders must find the balance between being pushovers whom their employees don’t respect and being respectful of their employees’ opinions. Your openness to your employee’s opinions shows that you’re willing to put the best ideas first, regardless of who came up with them. Be firm yet flexible, and your employees will respect you more.

    Honor your team

    Find out how your employees like to be recognized and then reward them. A reward is a powerful way to display your respect for your team, and finding out how they prefer to be rewarded deepens their respect for you.

    Listen to feedback

    Employees are naturally suspicious about offering feedback on your leadership style, which is why it’s up to you to seek and listen to feedback. Employee feedback should be scheduled, ask direct questions, and address concerns thoughtfully. This process builds respect between you and your team.

    Avoid micromanagement

    It’s important to delegate tasks and trust your employees to complete them. The key to gaining respect from your employees is to trust them. Of course, be sure to build confidence by letting your team know you’re available if they need support but avoid standing over their shoulder the entire time.

    Related: Micromanagement Is Murder: So Stop Killing Your Employees

    Build relationships

    Don’t just tell your employees that you’re there for them. Show them. When an issue arises, you should shoulder the blame for the problem instead of placing the blame on your employees. Simultaneously, if you receive praise for a project, share that with your team. A reciprocal back and forth helps you build relationships with your employees. You can strengthen this relationship by asking them about their interests, hobbies, and life outside of work. Expressing personal interests helps build trust to show they are valuable to you.

    Invest in benefits for your team

    Employers are uniquely positioned to make a difference in the lives of their employees by providing high-quality benefits. Do your research, look for the most in-demand benefits available for your team, and then invest in them.

    Encourage your employees

    Launching a new career or starting a new job can be stressful. Providing constructive feedback and encouragement to your team helps them gain confidence and ensures they know how to complete their job duties. Additionally, being transparent about what employees can expect at your company improves their experience with your company.

    Avoid creating teacher’s pets

    Playing favorites at the office is a dangerous game. Instead, show your employees the same level of support, including how you give out assignments and perks. Once employees see that you don’t play favorites and that your office is a level playing field, they’ll develop even more trust in you.

    Related: 6 Ways Entrepreneurs Can Be Better Teachers

    Minimize stress

    Reduce the stress your team members feel in a couple of ways. First, find ways to create a more peaceful work environment by extending deadlines or providing extra support for them when possible. Second, you can invest in mental health counseling to ensure your employees have the resources to reduce stress.

    Build leadership skills for a new generation

    You don’t have to agree with every opinion in this article, but you should consider how your leadership role fits within the expectations held by the new generation of workers. Simply working on your listening and communication skills will have a powerful effect on your team. Put your employees at the center of your business, and watch it thrive.

    Even minor adjustments will make your business a more attractive place to work, reducing turnover ratios in the process. Keep your business moving in the right direction by becoming the leader your employees deserve.

    Larry Jones

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