Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Join us now is Paul Peters, who is a workplace
expert and passionate about helping folks find their purpose and
a business owner himself. Paul, welcome in, Thanks for being here.
Speaker 2 (00:08):
No thanks, shaty.
Speaker 1 (00:09):
So what's going on with the gen z ers these days?
It seems every day that they're not happy with the
way things work in business and showing up five days
a week from nine to five, and you got to
have work balance. I want to make one hundred thousand
dollars and you know what, I'm tired of my boss,
so I'm just going to unboss. I mean, what's this
crazy trend all about here?
Speaker 2 (00:32):
I think it's combinations several things. And I had to
reflect back on it when I was in my twenties
because the gen zs are typically your early twenties, late teens,
early twenties to the early thirties, and so you know
what life was like. I think right now they're just
processing things in regards to their career choices and regards
to what does it look like at the end of
the rainbow per se, because they've watched their parents go
(00:54):
through careers and management leadership. They've seen the stress level
coming out of a COVID environment. So they're kind of rethinking.
It's like, you know, what's the return on an investment
if I'm going to go ahead and get into leadership
and management, and is it going to be worth what
they're giving me i e. Money or whatever? And you know,
it's something that I'm going to really want because it's
(01:15):
going to challenge in that work life balance for them,
especially because they're younger, and they don't want to, you know,
work seventy eighty hours a week like myself who's a
baby boomer and an entrepreneur, right, that's how we built
that company.
Speaker 1 (01:27):
Well, if you're going to be an entrepreneur, you've got
to be one hundred and eight hundred million percent in.
You just can't do it part time. And I got
a new business, I got a new product. I'm I'm
just going to make it rich and I'm going to
only work three days a week. It's six hours each day. There.
You know, it's like they don't want to, you know,
jump into management roles and climb the corporate ladder, it
seems because it's going to affect my well being. I mean,
(01:51):
if this is the case and this is a generation
of this happening right before our very eyes. Who are
going to be the leaders and the adults in the
room down the road.
Speaker 2 (01:58):
Well, I think it's a fair question, and I think
my hope is that as they mature, as they age,
as they take on responsibilities. I have some kids, they're
going to recognize that they're going to have to contribute
to work in order to be able to survive. So
there's certain leverage points that we all have to experience
if we want to be successful in life. I think
what they are doing is they're rethinking what work looks like,
(02:21):
what their parents went through, and they're trying to line
more up in regards to their values, their gifts, their passions,
which is when I wrote my first book, Discovering Embrasary
Life Purpose. And I think there's a challenge there because
the model of what work look like, you know, prior
to COVID going through the Baby Boomers and millenniums X.
They're rethinking what that looks like, and there makes some
(02:43):
decisions that may have an impact on the workforce, but
I'm not so certain it's going to be a long
term effect. It's just going to be different, and you know,
people don't like necessarily different.
Speaker 1 (02:53):
Does this open the door for people that want to
give a little extra and work a little longer to
be really successful because those over there saying I don't
feel self aware of my being and I need rest.
Does it kind of go the other way for people
that really want to work it does?
Speaker 2 (03:11):
I mean, it's the challenge that I have being an entrepreneur.
I build my business, had the business for fifteen years.
I look for people who are willing to put in
the extra work to be able to be successful. But
I myself because of the challenge that I had to
make and making sure that I took care of my
ouse because I have a lot of kids. Is I
look for people who are willing to work put in
(03:32):
the work, but at the same time they had the
concept of work life that so I sometimes have to
manage my employees who want to work all the time,
because I think balance in between work and your personal
life is very important for them to be successful long term.
Speaker 1 (03:49):
When you speak with young people, for instance, college age
or those that are graduated already in their early twenties,
who kind of reflect exactly what we're talking about, and
you know, they're more concerned about their well being being
in their work life balance. How do you present to them. Look,
that's all well and good, but those that you know
want to work a little harder and a little longer
(04:09):
are going to be more successful and to work in
today's environment. You know, I think you kind of have
to change your I mean, because if we continue to
just fester this and grow that type of attitude from
gen z ers as far as well being, you know,
I think we're going to drive ourselves into a world
of trouble, don't you.
Speaker 2 (04:29):
Yeah, I mean, I think it's very important whatever. In
my case, my field is working with social services menil
intellectual disability and substance of view. So I have to
find people who are very passionate about working with that population,
and then I also have to make sure that they're
trained well because this is a specific population that has
medical impact and you know, health and safety things such
(04:50):
as that. And part of that is they've got to
be trained. They've got to be it's going to be
an environment that they're going to want to be in
long term. And part of that is just leadership and
good leadership, the training programs and making sure you have
the other incentives like flexible work schedule things like that.
I think if you're finding people are already passionate about
their career and that they're in and you provide encouragement
(05:11):
and you provide incentives, recognition value, all of those things
will lead to people wanting to stay longer.
Speaker 1 (05:17):
Yeah. I agree. There's a lot of coaching involved, and
there's you know, people respond to different types of coaching,
whether it's a job or it's a team or or
whatever it is. You know, there's certain people that like,
you know, the push and the drive, and there's others
that like to, hey, you're doing a good job every
other hour. You know. It's but I think at the
end of the day, all of this it'll work out
one way or another, because it'll fix itself. I mean,
(05:40):
the economy and work and jobs aren't going to stop
the train from being successful. Success is still going to
drive people, and you can either be part of that
part of that train or not. So all right, but
I appreciate your good insight this morning. Thank you so much.
Join us now is Paul Peters, who is a workplace
expert and passionate about helping folks find their purpose and
a business owner himself. Paul, welcome in, Thanks for being here.
Speaker 2 (00:08):
No thanks, shaty.
Speaker 1 (00:09):
So what's going on with the gen z ers these days?
It seems every day that they're not happy with the
way things work in business and showing up five days
a week from nine to five, and you got to
have work balance. I want to make one hundred thousand
dollars and you know what, I'm tired of my boss,
so I'm just going to unboss. I mean, what's this
crazy trend all about here?
Speaker 2 (00:32):
I think it's combinations several things. And I had to
reflect back on it when I was in my twenties
because the gen zs are typically your early twenties, late teens,
early twenties to the early thirties, and so you know
what life was like. I think right now they're just
processing things in regards to their career choices and regards
to what does it look like at the end of
the rainbow per se, because they've watched their parents go
(00:54):
through careers and management leadership. They've seen the stress level
coming out of a COVID environment. So they're kind of rethinking.
It's like, you know, what's the return on an investment
if I'm going to go ahead and get into leadership
and management, and is it going to be worth what
they're giving me i e. Money or whatever? And you know,
it's something that I'm going to really want because it's
(01:15):
going to challenge in that work life balance for them,
especially because they're younger, and they don't want to, you know,
work seventy eighty hours a week like myself who's a
baby boomer and an entrepreneur, right, that's how we built
that company.
Speaker 1 (01:27):
Well, if you're going to be an entrepreneur, you've got
to be one hundred and eight hundred million percent in.
You just can't do it part time. And I got
a new business, I got a new product. I'm I'm
just going to make it rich and I'm going to
only work three days a week. It's six hours each day. There.
You know, it's like they don't want to, you know,
jump into management roles and climb the corporate ladder, it
seems because it's going to affect my well being. I mean,
(01:51):
if this is the case and this is a generation
of this happening right before our very eyes. Who are
going to be the leaders and the adults in the
room down the road.
Speaker 2 (01:58):
Well, I think it's a fair question, and I think
my hope is that as they mature, as they age,
as they take on responsibilities. I have some kids, they're
going to recognize that they're going to have to contribute
to work in order to be able to survive. So
there's certain leverage points that we all have to experience
if we want to be successful in life. I think
what they are doing is they're rethinking what work looks like,
(02:21):
what their parents went through, and they're trying to line
more up in regards to their values, their gifts, their passions,
which is when I wrote my first book, Discovering Embrasary
Life Purpose. And I think there's a challenge there because
the model of what work look like, you know, prior
to COVID going through the Baby Boomers and millenniums X.
They're rethinking what that looks like, and there makes some
(02:43):
decisions that may have an impact on the workforce, but
I'm not so certain it's going to be a long
term effect. It's just going to be different, and you know,
people don't like necessarily different.
Speaker 1 (02:53):
Does this open the door for people that want to
give a little extra and work a little longer to
be really successful because those over there saying I don't
feel self aware of my being and I need rest.
Does it kind of go the other way for people
that really want to work it does?
Speaker 2 (03:11):
I mean, it's the challenge that I have being an entrepreneur.
I build my business, had the business for fifteen years.
I look for people who are willing to put in
the extra work to be able to be successful. But
I myself because of the challenge that I had to
make and making sure that I took care of my
ouse because I have a lot of kids. Is I
look for people who are willing to work put in
(03:32):
the work, but at the same time they had the
concept of work life that so I sometimes have to
manage my employees who want to work all the time,
because I think balance in between work and your personal
life is very important for them to be successful long term.
Speaker 1 (03:49):
When you speak with young people, for instance, college age
or those that are graduated already in their early twenties,
who kind of reflect exactly what we're talking about, and
you know, they're more concerned about their well being being
in their work life balance. How do you present to them. Look,
that's all well and good, but those that you know
want to work a little harder and a little longer
(04:09):
are going to be more successful and to work in
today's environment. You know, I think you kind of have
to change your I mean, because if we continue to
just fester this and grow that type of attitude from
gen z ers as far as well being, you know,
I think we're going to drive ourselves into a world
of trouble, don't you.
Speaker 2 (04:29):
Yeah, I mean, I think it's very important whatever. In
my case, my field is working with social services menil
intellectual disability and substance of view. So I have to
find people who are very passionate about working with that population,
and then I also have to make sure that they're
trained well because this is a specific population that has
medical impact and you know, health and safety things such
(04:50):
as that. And part of that is they've got to
be trained. They've got to be it's going to be
an environment that they're going to want to be in
long term. And part of that is just leadership and
good leadership, the training programs and making sure you have
the other incentives like flexible work schedule things like that.
I think if you're finding people are already passionate about
their career and that they're in and you provide encouragement
(05:11):
and you provide incentives, recognition value, all of those things
will lead to people wanting to stay longer.
Speaker 1 (05:17):
Yeah. I agree. There's a lot of coaching involved, and
there's you know, people respond to different types of coaching,
whether it's a job or it's a team or or
whatever it is. You know, there's certain people that like,
you know, the push and the drive, and there's others
that like to, hey, you're doing a good job every
other hour. You know. It's but I think at the
end of the day, all of this it'll work out
one way or another, because it'll fix itself. I mean,
(05:40):
the economy and work and jobs aren't going to stop
the train from being successful. Success is still going to
drive people, and you can either be part of that
part of that train or not. So all right, but
I appreciate your good insight this morning. Thank you so much.
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