Allen Conlan’s Post

Interesting to see major companies looking, into how to deal with and get the best out of the young and upcoming working generations. Can see for myself in hospitality, just how different the new genz talent responds to various pressures and tasks. And as stated in the article, what it is that they expect from us as managers. Interesting times ahead, in how management, responds, and pivots to be a part of this new shift.

Margaret E Ward: Kids these days are so demanding ... or are they? For the last number of years, employers have been struggling to understand how to work with and integrate younger adults such as Gen Zs, or Zoomers, into the workplace. Millennials, born between 1981 to 1996, largely fell into existing work structures but Gen Z employees, born between 1998 and 2012, are chafing against traditional work choices and patterns compared with their older colleagues. This cohort of about 1.1 million, or 21 per cent of the population in Ireland, will soon dominate the mid to lower half of the workplace so employers are working hard to attract and retain them. “In just five years’ time, nearly three out of every four workers globally will be a Gen Z or Millennial and that signals a whole new way of working,” according to Deloitte’s Gen Z and Millennial Global Survey of more than 23,000 young workers – including 415 from Ireland – across 44 countries. “This isn’t just a generational trend, it’s a fundamental shift in how people relate to work, purpose and growth.” The 14th annual survey “reveals a generation redefining success, prioritising purpose and continuous learning over traditional career paths, while embracing new tools like GenAI and challenging employers to keep up”. Read more.... https://lnkd.in/eS9hXVbb

Gen Z thinks and works differently, which means they’re motivated differently, too. Forbes explores what companies can learn from the younger generation and how they can adapt to reimagine the workplace for workers of all ages: https://lnkd.in/eacGEjTS

Have you ever seen an older colleague passed over for promotion because “they won’t adapt to new tech,” or a younger one sidelined for being “too inexperienced”? 🚩 Then you’ve witnessed ageism in the workplace. Perhaps you’ve even experienced it yourself. MHR's latest blog is exploring how age bias shows up at work for everyone from Baby Boomers to Gen Z, and what leaders can do to build truly inclusive workplaces 👇 https://lnkd.in/e9eFHAsS

My latest The Irish Times World of Work column on how the next generation may be changing work for the better. Gen Z: Asking WHY? is just their norm Young people value physical and mental health and personal development over career advancement, according to recent Deloitte and EY reports Kids these days are so demanding ... or are they? For the last number of years, employers have been struggling to understand how to work with and integrate younger adults such as Gen Zs, or Zoomers, into the workplace. Millennials, born between 1981 to 1996, largely fell into existing work structures but Gen Z employees, born between 1998 and 2012, are chafing against traditional work choices and patterns compared with their older colleagues. This cohort of about 1.1 million, or 21 per cent of the population in Ireland, will soon dominate the mid to lower half of the workplace so employers are working hard to attract and retain them. “In just five years’ time, nearly three out of every four workers globally will be a Gen Z or Millennial and that signals a whole new way of working,” according to Deloitte’s Gen Z and Millennial Global Survey of more than 23,000 young workers – including 415 from Ireland – across 44 countries. “This isn’t just a generational trend, it’s a fundamental shift in how people relate to work, purpose and growth.” The 14th annual survey “reveals a generation redefining success, prioritising purpose and continuous learning over traditional career paths, while embracing new tools like GenAI and challenging employers to keep up”. Questioning norms Zoomers grew up with technology, came of age during the pandemic and are more comfortable talking about private, social and political issues at work. Corporate managers and leaders report being a bit thrown by Gen Z’s questions around work-life balance, desire for control over what they’re working on and how they achieve it, plus a greater expectation of fulfilment, a good salary and financial stability. “Asking why is just their norm,” says cultural anthropologist and strategist Marcie Merriman, co-author of EY’s May 2025 report The First Global Generation: Adulthood Reimagined for a Changing World. GenZ’s behaviours and attitudes have been shaped by their environment: family interactions and social norms are more open today than in previous generations and that, plus social media, has shaped their thinking, says Merriman. “During Covid, they would have seen us at home working and heard adult discussions about work and the world. They’re aware of what’s happening and that’s changed the dynamic. They’re not going to be obedient little things and do what they’re told,” she said. For more on how to respond to these changes read the entire article here in the Irish Times (Features Marcie Merriman and Dr Ciarán O'Carroll) https://lnkd.in/eZ4E2qsg

🌸 Flexibility Isn’t a Perk — It’s a Pathway to Retention and Respect. As more mothers return to the workforce, one thing is becoming clear: flexible work environments aren’t just nice to have — they’re essential. In industries like grocery retail, where the pace never slows, supporting working mums means rethinking what flexibility truly looks like. It’s not just about adjusted hours — it’s about trust, understanding, and inclusion. Because behind every roster and shift swap is a parent trying to balance being present at home and performing at work. When we create space for mothers to succeed, we don’t just support individuals — we strengthen entire teams. We boost retention, morale, and loyalty. Empathy and flexibility aren’t signs of weakness in leadership — they’re proof of evolution. Let’s continue to build workplaces where motherhood and career can thrive side by side. 💪💛 #Leadership #WomenInWork #Flexibility #DiversityAndInclusion #WorkingMothers #GroceryIndustry #FutureOfWork

Gen Z & Millennials now make up half the workforce. They're different from previous generations in many ways that we know. But did you know that they’re more likely than older generations to let political or social differences affect workplace interactions? In the US, 40% of Gen Z and Millennials say they would quit a job over political differences with colleagues or if their CEOs didn't share their politics. This is partly because 75% of Gen Z prioritize a company’s mission and values over salary. But this isn't just about disagreements—this trend affects the retention, productivity, and well-being of your employees. Employees who’ve experienced political conflict at work are: ➡️ 1.6x more likely to quit than those who haven't. ➡️ 5.6x more likely to report decreased productivity. ➡️ 4.9x more likely to experience negative mental health impacts. ➡️ 3.5x more likely to report physical health issues. So what can companies do? 👉 Join our free *bilingual* webinar THIS Wednesday, Oct 22 or 29th from 12-12:50pm to have lunch with us and explore: ✔️ Causes & consequences of polarization ✔️ Case studies: how companies are coping ✔️ How to spot polarization in the workplace ✔️ How to prepare your executives and employees to navigate uncertainty and rising division 🔗 Details in the comments!

Ageism in Action: 17 Tactics Companies Use to Push Out Older Workers Workplace ageism is more general than many people realize. It’s not just happening in quiet corners; it’s embedded into the practices of certain businesses, creating a toxic effect on both the person experiencing it and workplace culture as a whole. Statistics don’t lie. A recent AARP study found that 76% of older workers have experienced

From Baby Boomers to Gen Z, today’s workplaces span a wider range of ages than ever before – and with that diversity comes both strength and complexity. In the latest “Employment Law in Focus” column for Today's General Counsel, Anne Bibeau and Leah Stiegler explore how HR leaders and employers can move past stereotypes to foster understanding and collaboration among generations. With humor and practical insight, Anne and Leah remind readers that each generation brings distinct values, communication styles, and assumptions to the workplace – and that acknowledging these differences can lead to stronger, more inclusive organizations. Read their full article, Managing Generational Differences in the Workplace: From Stereotypes to Success, below. https://hubs.la/Q03NKl1t0 #WoodsRogers #employmentlaw

Gen Z and Millennials are reshaping workplace priorities.For them, success means financial stability, personal purpose, and mental well-being — not just a paycheck. Employers who invest in mentorship, learning, and a supportive culture will attract and retain the best of this generation’s talent. 🌍💼#GenZWorkforce #MillennialLeadership #FutureOfWork #EmployeeEngagement #CareerSatisfaction #WorkplaceWellbeing #PurposeDrivenWork #TalentRetention #LeadershipDevelopment #WorkCulture. Read more at https://lnkd.in/d4XbncC5