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[Brad Herda]: Welcome back to another episode

of Blue Coward BS with Brad and Steve. How

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[Brad Herda]: are you today, Mr. Doyle?

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[Steve Doyle]: Doing good, Mr. Herder. How you

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[Brad Herda]: I

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[Steve Doyle]: doing?

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[Brad Herda]: am absolutely fantastic. What

do we got for today's topic?

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[Steve Doyle]: So today's topic is actually

an article found on Resume Builder where the

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[Steve Doyle]: topic is all around that three

and four managers find it difficult to work

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[Steve Doyle]: with Gen Z.

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[Brad Herda]: Cool. Here's the thing that I,

so we're a little pretense for our listeners

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[Brad Herda]: here, right? Obviously, we have

a bias towards Gen Z for

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[Steve Doyle]: Just a little.

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[Brad Herda]: our opportunities. The thing that

doesn't come out in this survey is what generations

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[Brad Herda]: the managers are from to understand

where those differences are coming from. So

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[Brad Herda]: they do have 1,344 respondents

along the way. So what did you find most interesting

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[Brad Herda]: about this article?

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[Steve Doyle]: So honestly, going through the

article, more shocking to me is just how just

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[Steve Doyle]: the flat 74, 75% of managers

just flat out, they say Gen Z is the most challenging

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[Steve Doyle]: generation to work with. And

if we peel back that a little bit more to why

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[Steve Doyle]: they believe that's, why so many

believe that. It's really interesting when

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[Steve Doyle]: we dig down into the numbers,

right? It's they find that they lack technological

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[Steve Doyle]: skills. Find that very

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[Brad Herda]: Difficult.

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[Steve Doyle]: interesting.

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[Brad Herda]: I find that very difficult to

believe, whether it's technological skills

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[Brad Herda]: or application of knowledge.

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[Steve Doyle]: Right, right. You know, and you

keep diving down into it, and this may or may

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[Steve Doyle]: not be true, but find this interesting

where 37% think it comes down to effort or

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[Steve Doyle]: the lack of effort because that

they provide. And then along that motivation.

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[Steve Doyle]: So effort and motivation are

tied right up there. So very interesting how

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[Steve Doyle]: this survey pins Gen Z.

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[Brad Herda]: Right. And when I read through

it, my first thing was, did you set the expectations?

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[Steve Doyle]: What do you mean by

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[Brad Herda]: Right,

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[Steve Doyle]: that?

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[Brad Herda]: because we both know

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[Steve Doyle]: Thank you.

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[Brad Herda]: and have witnessed that the efficiency

that Gen Z is bringing into the workplace is

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[Brad Herda]: very different, right? They're

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[Steve Doyle]: Absolutely.

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[Brad Herda]: not gonna come in and say, hey,

I've got 45 minutes worth of work, but I need

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[Brad Herda]: to be here today for eight hours.

They're gonna come in with the

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[Steve Doyle]: Mm-hmm.

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[Brad Herda]: 45 minutes of work and then go,

okay, what's next? Because if I...

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[Steve Doyle]: Absolutely.

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[Brad Herda]: If I don't have anything to do,

why am I here? If you're willing to pay me

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[Brad Herda]: 8 hours or 45 minutes worth of

work just to be in this office or in this job

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[Brad Herda]: site or wherever, why wouldn't

you be willing to pay me 45 minutes to get

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[Brad Herda]: the work done for that same value

and then I'm going to get

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[Steve Doyle]: Mm-hmm.

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[Brad Herda]: the hell out. If you're going

to pay me $100 a day for 45 minutes, then just

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[Brad Herda]: pay me for the $100 for the 45

minutes and I'm going to leave. I'm all good,

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[Brad Herda]: man.

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[Steve Doyle]: Right, right. See, and as you

read through this survey, it continues to get

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[Steve Doyle]: a little more, I would say challenging

too, is because management has identified it

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[Steve Doyle]: as they believe Gen Z lacks discipline

and they quote unquote consistently challenge

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[Steve Doyle]: you. Why would they be challenging

you? Let's just call it space A. Why are they

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[Steve Doyle]: challenging you? Right? It's

because you didn't set expectations in the

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[Steve Doyle]: front, right at the beginning.

We were all dumbasses and said, yeah, I need

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[Steve Doyle]: you to do this and didn't tell

them why, didn't set the expectation of what,

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[Steve Doyle]: when it needed to be done by,

you know, the ins and outs of it, it's just

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[Steve Doyle]: we had the expectation, this

stuff just needs to get done. I don't care

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[Steve Doyle]: how it gets done. And then when

it gets done, you get all pissed off because

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[Steve Doyle]: it got done and you expect them

to sit there on their ass for the rest of the

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[Steve Doyle]: day. Really?

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[Brad Herda]: Right. And part of that is, right,

the lack of drive one that I find very interesting,

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[Brad Herda]: their motivation. Was there a

drive one in here somewhere? Yeah, lack of

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[Brad Herda]: drive at 29%. Okay. The older

Gen Z, that 26 to 22 year old range probably

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[Brad Herda]: has a little bit more wisdom and

understanding that you gotta do things in the

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[Brad Herda]: workforce differently. But you

get to that younger side, their lives have

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[Brad Herda]: been completely scheduled. since

they were five years old.

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[Steve Doyle]: Yeah.

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[Brad Herda]: They've told what

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[Steve Doyle]: Mm-hmm.

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[Brad Herda]: to do, where to be, how to do

it since they were five years old. You're going

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[Brad Herda]: to go.

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[Steve Doyle]: Yeah, way to go, Renax parents.

You really screwed him up.

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[Brad Herda]: Hey, hey,

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[Steve Doyle]: Ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha ha

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[Brad Herda]: hey, hey, my two kids are very

productive members of society. All I gotta

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[Steve Doyle]: I'm

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[Brad Herda]: say,

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[Steve Doyle]: going

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[Brad Herda]: they

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[Steve Doyle]: to go

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[Brad Herda]: are,

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[Steve Doyle]: to bed.

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[Brad Herda]: they are out there. They're thriving.

They're doing well, receiving promotions.

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[Steve Doyle]: Hehehe

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[Brad Herda]: They're doing all the things that

are, that are out there. So I think I've done

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[Brad Herda]: my job to, to

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[Steve Doyle]: You have done your job.

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[Brad Herda]: support that workforce out there

to put good people out there.

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[Brad Herda]: dip.

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[Steve Doyle]: Yep, you have. Didn't mean to

take it

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[Brad Herda]: Thank

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[Steve Doyle]: personally,

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[Brad Herda]: you. Bye.

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[Steve Doyle]: but that's alright.

100

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[Brad Herda]: says the millennial.

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[Steve Doyle]: Oh, we just had to add that in

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[Brad Herda]: Yep,

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[Steve Doyle]: there.

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[Brad Herda]: I did.

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[Steve Doyle]: So what else is interesting in

this article?

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[Brad Herda]: Well, it's just mind boggling

to me. Um, the other part I found very interesting

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[Brad Herda]: was, you know, one and eight have

fired a Gen Z or within a week of their start

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[Brad Herda]: date.

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[Steve Doyle]: Hehehe

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[Brad Herda]: Okay, higher slow, fire fast.

I get it.

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[Steve Doyle]: Yep.

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[Brad Herda]: without having a lot of the information

behind this resume builder survey, I find this

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[Brad Herda]: almost very news-like that it's

been taken. There's context here, there's data

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[Brad Herda]: here, and we're gonna skew. Statistics,

we can make it say whatever we want. I

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[Steve Doyle]: Correct.

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[Brad Herda]: think there's some other stories

behind here that don't necessarily get here,

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[Brad Herda]: because we've got this click bait

scenario of one in eight fired agenzie are

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[Brad Herda]: within a week of their start.

Okay, cool. Um, does that mean that you fired

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[Brad Herda]: them because they didn't do the

job? They didn't show up. They, uh, they actually

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[Brad Herda]: decided that you're an ass and

I decided, and I'm not going to work here because

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[Brad Herda]: they're not going to put up with

it as much as other generations that put up

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[Brad Herda]: with poor leaders in the past,

um, because they are challenging you because

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[Brad Herda]: they are saying, why are we doing

it this way? Why can't I do it this way?

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[Steve Doyle]: Mm-hmm.

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[Brad Herda]: Why do I have to be here all day?

Is that why they're getting fired? Cause they're

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[Brad Herda]: being disobedient.

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[Steve Doyle]: Right.

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[Brad Herda]: There's just a lot of things here

that I...

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[Brad Herda]: you know, 65% say they're more

commonly, they are more commonly, they more

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[Brad Herda]: commonly need to fire Gen Zers

than employees from other generations. Really.

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[Steve Doyle]: That's, I mean, that just sounds

like poor hiring management right there.

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[Brad Herda]: So Harry, who's been with the

company for 40 years, who dogs it every day,

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[Brad Herda]: but gets the work right. He's

got two hours of work, but makes it work every

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[Brad Herda]: day and makes it look like he's

working hard. I'm paying him an Atlantis wage.

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[Brad Herda]: And then Aaron, the new Genzir,

comes in, does the same thing, doesn't have

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[Brad Herda]: 40 years. Does that help me? just

help me understand some of the different.

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[Steve Doyle]: Yeah, absolutely. But we don't

give them that grace. But we also, now there

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[Steve Doyle]: is one thing that I, I would

generally say probably happens more often than

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[Steve Doyle]: not in this is on the Gen Z side,

I do agree with that there is a lack of adaptability

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[Steve Doyle]: on their part. Being able to

adapt. to a world that is consistently changing.

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[Steve Doyle]: The only thing consistent is

change and it happens every single day. And

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[Steve Doyle]: when lives are so structured,

things are so you are told something and it's

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[Steve Doyle]: expected that it's delivered,

but then a minute later it changes, that generation,

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[Steve Doyle]: I genuinely believe struggles

with that. So I think it is important that

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[Steve Doyle]: Gen Zs understand that they need

to be more flexible and open to change. And

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[Steve Doyle]: that really comes down to being

in environments that will help them understand

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[Steve Doyle]: that. But you have to have a

great mentor and a great boss or management

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[Steve Doyle]: that will help you understand

that because they haven't grown up with that

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[Steve Doyle]: at all.

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[Brad Herda]: And set, like we're talking about

earlier, set the expectation. If the expectation

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[Brad Herda]: is, and the expectations need

to be results focused, and this is where I

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[Brad Herda]: think organizations have the biggest

opportunity for attraction and retention and

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[Brad Herda]: work like walls, right?

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[Steve Doyle]: Right?

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[Brad Herda]: If you set the expectation for

results and those results are being delivered

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[Brad Herda]: and they're meeting the minimum

requirement, then cool, right? It shouldn't

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[Brad Herda]: matter.

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[Steve Doyle]: Mm-hmm.

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[Brad Herda]: It shouldn't matter

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[Steve Doyle]: Then what's

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[Brad Herda]: if

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[Steve Doyle]: the

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[Brad Herda]: you've

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[Steve Doyle]: problem?

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[Brad Herda]: asked for 100. and you're expecting

150 and only producing 100 because that's what

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[Brad Herda]: you've expected, don't get pissed

off because 150 is not being born.

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[Steve Doyle]: Absolutely.

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[Brad Herda]: Right.

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[Steve Doyle]: And too many people, too many

businesses fall into that trap.

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[Brad Herda]: I went through a, I received a

pay scale compensation survey from 2022. So

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[Brad Herda]: pay scale got us one of their,

subscribed to one of their surveys and now

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[Brad Herda]: I'm getting all their, you know,

propaganda emails, et cetera. But the survey

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[Brad Herda]: came back and I found it very

interesting. So the quiet quitting piece to

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[Brad Herda]: it, which is somewhat I think

relatable to this lack of effort piece or drive

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[Brad Herda]: that we're talking about with

Gen Z. 85% of the organizations don't care

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[Brad Herda]: about the quiet quitting, so to

speak, because if the work's getting done,

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[Brad Herda]: it's not a big deal. And that's

on a scale of almost 4,000 respondents with

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[Brad Herda]: company sizes from zero to 50,000

employees, right? A little bit different sample

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[Brad Herda]: size, but I found that to be very

interesting that, hey, if the work is getting

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[Brad Herda]: done, expectations are being met,

okay. Cool. Whether it takes you seven hours

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[Brad Herda]: to do the job or whether it takes

you two hours to do the job. They don't care,

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[Brad Herda]: as long as the job's getting done.

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[Steve Doyle]: Right.

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[Brad Herda]: and work.

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[Steve Doyle]: Well, this is a great chair that

you found today, Brad.

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[Brad Herda]: So I think it changes I think

Gen Z is that they're they don't want to waste

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[Brad Herda]: the time because they'd rather

have more time outside of the organization

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[Brad Herda]: than the inefficiency and nonsense

inside and just sitting there doing nothing

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[Brad Herda]: twiddling their thumbs

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[Steve Doyle]: Mm-hmm, absolutely.

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[Brad Herda]: And that leadership piece is just.

there needs to be some adaptation there as

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[Brad Herda]: well on the leader's side.

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[Steve Doyle]: Right.

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[Brad Herda]: And, and this, again, I think

this is a skewed piece that may have some,

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[Brad Herda]: may have some things into it,

uh, that haven't come out appropriately in

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[Brad Herda]: some areas. But

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[Steve Doyle]: Right, it'd be great to get the

data from this.

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[Brad Herda]: correct. It would be very interesting

to learn more, but I did not click the Learn

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[Brad Herda]: More button. So if there is one,

resumebuilder.com, we will find it and go through

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[Brad Herda]: it. But we found it very interesting

for the results that you're providing as to

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[Brad Herda]: what industries or sectors you

might be dealing with.

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[Steve Doyle]: Absolutely.

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[Brad Herda]: So, Mr. Joel, it's

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[Steve Doyle]: Cool, cool.

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[Brad Herda]: been awesome again to get in contact

with you and have a conversation on this difficult

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[Brad Herda]: Gen Z, prefer to hire millennials,

et cetera. And I think it comes down to plug

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[Brad Herda]: and play versus willing to change

your organization.

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[Steve Doyle]: Absolutely. Being able to adapt

and change.

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[Brad Herda]: So, all right, so we talk again.

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[Steve Doyle]: All right, awesome. Take

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[Brad Herda]: Have a great

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[Steve Doyle]: care, man.

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[Brad Herda]: night. Thanks.

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[Steve Doyle]: Yep.