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25-year-old manager explains why he loves that his Gen Z employees 'don't care anymore'

"Why would they respect a system that doesn't respect them?"

@raitryna/TikTok

“That’s why it’s so important to be a good boss."

It’s pretty customary for older generations to dub the newest group on the working class chopping block as “lazy” or “entitled.” Gen Z just so happens to be the latest generation to take the mantle.

However, Gen Z employees and managers have done well to clap back against this criticism, and in doing so, have actually created some change in workplace attitudes.

You can really see this shift as you scroll through the viral #genzmanager hashtag on TikTok, where you’ll see slews of Gen Z Managers advocating to take time off and not working overtime…all with their distinct Gen Z flair, of course.

@spiicylumpia “Time off is a request, not a guarantee” bihhh not in my house 🤗 #fyp #genz #manager ♬ original sound - Neon


@imdrebrown I want a GenZ Manager #genz #corporate #corporatebaddie ♬ original sound - DeAndre Brown

In one particularly poignant video, Rai, 25, who manages 6-8 team members that are also Gen Zers or millennials, explains how this group fully understands that they “work to live, not live to work,” and refuses to “respect a system that doesn't respect them or their career growth.”

@raitryna ♬ original sound - Rai Tryna

“That’s why it’s so important to be a good boss,” he says. “You work for them…you should be creating an environment where they feel comfortable and confident and capable to perform their job function and ideally grow out of it. They wanna see an upward trajectory in their career, in their pay, and you should create an environment where that can happen while allowing them to live their regular life.”

That’s why he personally “always” approves vacations, and will often find ways to make it happen without any PTO being used.

“Let em’ go as long as they’re getting their work done. Create an environment where that can happen. If you lead with empathy, you’ll fuel some good energy,” he concludes.

And it’s this last sentence that really ties it all together. Many of us are beyond disillusioned and frustrated by the greed, burnout, and disconnection spurned by rampant capitalism, and fighting for more compassion to be brought into the equation—that includes the office.

The overwhelmingly positive feedback Rai’s video received is pretty good evidence that this is a shared sentiment, especially by younger generations in leadership…or those who have been burned by corporate greed.

“As a millennial supervisor I approve this message.”

“YUP. My last job had unlimited PTO. I had a lot of trips coming up so I barely took any days off to be COURTEOUS of my team who’d have to cover me. I got laid off before any of the trips even happened.”

“If you take care of your people they’ll take care of you.”

“AGREE! As a business owner. I give unlimited PTO. Get the job done and we are good. I want you to be at 100% when at work and always push to elevate your development as a professional.”

“As a millennial manager, same. Half day to go to your kid’s school event? Approved and no PTO used.”

Honoring collaboration and empathy over hierarchy and “bottom lines” is an ongoing battle, and one that’s seemingly been more exacerbated over the past few years. But with every leader that decides to become part of this movement, there’s a little more hope that maybe humanity can win in the end.

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A woman noticed a striking resemblance between JPMorgan's office perks and the show 'Severance'

Lumon would be proud.

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Adam Scott and Tramell Tillman in Severance

RIP remote work? Now that we're 4-plus years removed from the peak of the COVID-19 pandemic, more and more companies are beginning to mandate that employees return to the office, on a full or part-time basis. JPMorgan Chase is just one of the latest (and biggest) names to make the move. Starting March, the company announced, all employees must return to the office five days per week. Their CEO even ditched the policy that allowed employees to work-from-home two days per week.

To mark the occasion, and welcome everyone back, JPMorgan is planning to soon unveil a massive $3 billion, 2.5 millions square foot tower on New York's famous Park Avenue. The building will house 14,000 workers and feature state of the art architecture and technology.

The United State's largest bank is loading up its new corporate headquarters with perks to help employees transition back to office life. Some of the perks are great and truly enticing. Others are... questionable, to say the least.

Grace Tallon on LinkedIn noticed that some of the benefits of working in the JPMorgan Office seemed like they were yanked right out of one of the most popular current TV shows on the planet: Severance

If you don't know it, Severance is a psychological thriller on Apple TV that doubles as a dark and biting satire of corporate office culture and capitalism. Employees at a mysterious company called Lumon are "severed" — meaning their brains, memories, and personalities are literally split in half. While at work, they are a different person and retain no memories when they leave the office every night. In return for their sacrifice and for hitting key milestones, the employees receive ludicrous rewards like short dance parties with their boss, melon parties with carved watermelons, and handfuls of balloons. Employees are also expected to marvel at bizarre pieces of art that line the hall, featuring stoic images of Lumon's revered (and more than a bit creepy) founders.

Man in a white turtleneck smiling and laughing in an office hallway.Giphy

Conversely, JPMorgan's new tower will feature 19-restaurants with at-your-desk delivery, an Irish pub, and on-site physical therapy and yoga. But that's not all!

Tallon notes, however, that JPMorgan is also trying to entice employees with things like "personalized climate" in rooms and offices, a "signature scent" that wafts through the halls and somehow reinforces the brand, and, get this, even a "corporate art collection" that celebrates the company's history and values. Be more on the nose next time, will you JPMorgan? That's to say nothing of design elements that support worker's circadian rhythms and coffee machines that learn your favorites over time.

"Let’s stop pretending this is about connecting and doing better work," she writes.

Read Tallon's full post below on the striking similarities:

Commenters agreed that the perks came off more than a little tone deaf.

While some folks defended the corporation for doing their best to make employees feel cared for and taken care of, others didn't quite see it that way.

"the climate in my own home office is just right. Along with my own coffee, artwork, lighting (window wide open), and other perks and it cost me zero dollars to drive there and I don't have to wear shoes! Way out of touch," wrote Alix Z.

"Those perks sound more like a high-tech museum experience than actual employee benefits. Instead of a 'signature scent,' how about giving employees real reasons to feel good about coming to work?" said Diana Alayon

"Working at home perks: My own candle collection, curated to suit my preferences, Coffee and tea on tap, from our favourite brands, Comfortable cushions and blankets to help regulate my temperature at my desk, A variety of lighting options, ranging from warm white lamps to 'the big light', Freedom to work anywhere I want, such as my office desk, sofa, kitchen table or a coffee shop near by, Personalised art with photos of family and pictures we enjoy, Working space decorated to my own specifications, Plenty of spaces nearby for fresh air and dog walks" wrote Eloise Todd in a mic-drop comment.

Man joyfully dancing in an office with a clock on the wall, labeled "Severance."Giphy

Hey, I'm not totally naive. I do think there is something positive about working together in-person with your colleagues. And sure, if I'm going to be there, I'd love to have delicious lunches and free yoga classes available to me. But to take away even the option of occasionally working from home and duct-taping over it with an algorithm that tracks my coffee order and temperature preferences, and filling the halls with strange paintings that move when I walk by? It kind of loses the thread, and it's exactly the kind of thinking that the creators of Severance are so good at skewering.

It turns out that what people really want out of their jobs is actually pretty simple. They want fair pay, autonomy, some level of flexibility, and good benefits. Perks are nice — even the kind of weird ones — but they can only go so far. It remains to be seen if companies that dictate back-to-the-office edicts are willing to follow through on the things that really matter.

One anonymous worker reiterated as much when they told the NY Post: "I'm looking forward to some of those little amenities — but I'm still not down for having to go to the office five days a week."

This article originally appeared in February

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Meet the people using their project management skills to better the world

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Many of us yearn for a career that not only provides a livelihood but also contributes to a better world. We seek a sense of purpose, a way to use our skills and talents to make a meaningful difference in the lives of others and the health of our communities. But who orchestrates the initiatives that allow us to give back effectively? Behind the scenes of many successful initiatives advancing the common good are project managers.

Project managers, who are often equipped with certifications from organizations like the Project Management Institute (PMI), bring order and efficiency for complex projects. But project managers go beyond ensuring projects are executed on time and on budget – they make sure the project meets a higher need. Does it positively impact the community? Does it create ease or improve the lives of others? Their work is essential to maximizing the impact of initiatives that better our world.

To showcase the vital role project managers play in creating positive change, we spoke with two rising leaders who are going above and beyond to make a difference in their communities as project managers.

Zack Almer

Every day, 17 people in the U.S. die waiting for an organ transplant, with demand far outpacing supply. In the New York Metro area, Zachary Almer, MPA, PMP, is tackling this challenge head-on. As the Director of Strategic Project Management at LiveOnNY, an organ procurement organization for the greater New York City area, he helped execute a bold strategy that increased organ and tissue donations by 50% over the past two years—resulting in over 2,500 life-saving transplants and setting a new benchmark for what’s possible in healthcare.

“I really enjoy when someone says we need to get something done and there’s no one way to do it. That’s why I love project management, because it allows me to step into a situation where there’s a problem and I need to fix it.” Zack added, “I think if you’re in healthcare, most people have selfless aspirations by the nature of signing up for this work. As long as I have the experience to share, I want to give back.”

Prosperidade Sunguete

As project manager for Angola’s Ana Elisa Philanthropic Association, Prosperidade Sunguete drives initiatives focused on sustainable development and community advancement, encompassing support for children, widows, environmental preservation, health, and education.

In 2023, Prosperidade set about closing the digital divide for children and young adults in Luanda’s Maiombe community after witnessing how little technology and food access the community had. The initiative, Technological Education for All, offers tech education and nutritious meals to over 150 young people from underprivileged backgrounds, granting the recipients greater digital literacy, food security and future learning and career opportunities.

“Every child deserves the opportunity to learn and thrive in an increasingly digital world. Empowering kids through tech education, while also guaranteeing them a daily hot meal, helps give them a leg up to be qualified for future educational and professional opportunities that would not have been available to them otherwise,” Prosperidade emphasized.

Prosperidade added, “project management is not just about meeting deadlines, but about creating lasting value and positive impact on the lives of the people involved as well.” The initiative, nominated for the 2023 Tigra Nova Garra Award, empowers youth and reflects Prosperidade's belief in the transformative power of education.

Project managers, equipped with on-the-job experience and resources from PMI, are the driving force behind social impact campaigns like Zack’s and Prosperidade’s, skillfully navigating challenges and ensuring successful completion. PMI empowers project professionals with skill-building resources like online courses and networking opportunities, validates their expertise with professional certifications, and celebrates their global impact as a global community.

Project Management Institute recognized Zack and Prosperidade for their impactful work alongside other rising trailblazing leaders who are driving global impact through innovative project management. Aspiring project managers seeking to make a difference can begin their journey with the Certified Associate in Project Management (CAPM) certification.

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Star psychologist Adam Grant explains why we need to do away with 'the compliment sandwich'

Plus, the one simple sentence to use instead.

Jamey Stillings, Wikipedia/ Canva

There's a new way to give tough love.

The “sandwich technique,” also known as a “compliment sandwich” or “feedback sandwich,” has been a tool for delivering criticism since the 1940s. But it really became something of a workplace staple after 1984, thanks to Mary Kay Ash’s book “People Management.”

The idea seems sound enough. The deliverer of the criticism would first offer a compliment to the recipient, followed by the actual feedback, then another bit of praise. This should theoretically allow the criticism to be received without bruising any ego or hurting any feelings. Everybody wins.

But according to organizational psychologist and bestselling author Adam Grant, the compliment sandwich “doesn’t taste as good as it looks.”

In various interviews, podcasts, social media posts and even a Substack article, Grant has chalked up the compliment sandwich ineffectiveness to two major shortcomings.

One being that people are simply too familiar with it. So whatever compliment is given, no matter how genuine it may be, people know what’s coming next and they begin “waiting for the other shoe drop.”

Knowing the compliments are obligatory can actually make someone take the criticism ever more personally.

Two: the opposite can happen. Because people tend to remember the first and last parts of a conversation, the criticism might be downplayed or outright buried underneath the positive feedback. This goes especially for narcissists, Grant notes.

Luckily there is a kind, yet efficient way to give some tough love. And it all boils down to one simple sentence:

“I’m giving you these comments because I have very high expectations and I know that you can reach them.”

The phrase comes from a 2013 study conducted by researchers at Stanford,who were able to increase a student’s openness to criticism by at least 40% just by using those 19 words.

As Grant explains, this strategy works because it conveys an intention to help a person become the best version of themselves. “It’s surprisingly easy to hear a hard truth when it comes from someone who believes in your potential and cares about your success.”

Of course, using the exact words isn’t mandatory.


The point is focusing on helping someone improve, rather than attacking or patronizing them.

To that point, Grant also has a few other helpful pointers, like not assuming a position of superiority, asking if the person is open to feedback first (Grant attests they usually welcome it) and lastly, keeping the language transparent, not manipulative.

At the end of the day, most people want to grow, become better people, and live up to their potential. Remembering that one little truism can go a long way.

This article originally appeared on 4.11.24

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