At Changing Behaviors Consulting we align organizations and leadership to the needs of Gen Z, creating an environment 1. for Gen Z to thrive; 2. with a longer period of retention, and 3. helping businesses build a reputation for attracting Gen Z employees.

I am getting certified in the Enneagram. It is a personality system unlike any you have experienced. To explain it to you I have 4 points to make:

·        It enhances tolerance and understanding between people and impacts relationships at work and home.

·        It helps a team understand their differences hindering team cohesiveness and team productivity, and it enhances the effectiveness of management and leadership.

·        It involves an interview/test, self-reflection, and self-awareness.

·        It is transformative in people’s lives in terms of their relationships with themselves and others.

This system has a mysterious name – The Enneagram – and it is gaining a following in business and anywhere that people need to cooperate which is just about everywhere.

Five ways to lose your entry-level Gen Z employees:

Have rigid and on-site work hours – Resentment is in the air. Bosses may be happy but workers are not. We are all different. Gen Z needs some office time to build relationships and learn the culture, but they value their own decisions on their terms, when possible.

Focus on the task instead of people when you can focus on both – it might add an additional burden to managers but it is critical. Managers need to be engaged with their people as well as producing quality output.

Keep entry-level employees in entry-level jobs, bored to death.

Treat entry-level employees like entry-level employees. Don’t listen to them, seek their opinion, or show any interest in them (oh yes, sometimes new entry-level employees are showered with attention upon their arrival, never to be noticed again).

You have your expectations, so why should you praise someone for just doing their job? This lack of seeing your entry-level employees (and this holds for all your employees), often is juxtaposed with the belief that your role is to criticize to improve performance. Well, after a while all that your entry-level employee can hear is the negative, chipping away at their confidence and self-worth. Something they want to avoid at all costs. Bye. Bye.

Keep your Gen Z employees from growing – whether it is keeping them in the same role (because they are so good at it, avoiding spending training dollars on them, or preserving a culture based on perfection and transactions, instead of strategy, growth, and development. 

Young Professionals (Gen Z and young Millennials) are revolutionizing the workforce and business cultures. They demand greater leadership skills, such as empathy and authenticity, and desire meaningful work that helps them grow.

Are you having trouble with retention? Are Boomers leaving at a greater rate than you are able to fill the positions and the intellectual capital? Is productivity lagging? Is there a gap between Gen Z work habits and your culture?

Changing Behaviors Consulting focuses on generational differences for businesses to improve the bottom line through retention, productivity, and team cohesion. We specialize in education, speaking, and consulting, targeting the generations to foster an environment to facilitate success, growth, producitivity, and retention.

Lesley’s passion and motivation stems from the unhappiness and waste of talent she witnessed in traditional authoritatively driven workplaces and the contrast she experienced in healthy organizations.

Helping Gen Z and Millennials (Young Professionals) Thrive

To understand the needs of Gen Z and Millennials, you have to view the entire spectrum of generations in the workplace. Addressing these differences in business improves the bottom line with retention, productivity, and team cohesion.

Contact

➤ LOCATION

Marblehead, Massachusetts 01945

☎ CONTACT

Lesley@changingbehaviorsconsulting.com
(781)929-6901