GEN Z STRAIGHT TALK - LEADERSHIP THROUGH THEIR EYES

Hello everyone and welcome to this week's live. Today, we're talking about Gen Z. And we actually have our guests that are Gen Zs. And we're really excited to tell you more about how they think, what they're looking forward to. And I think this is a really relevant subject when it comes to the workplace because let's face it, they're shaking things up. And a lot of leaders I know, I've heard, and I hear often, they're struggling trying to figure out Gen Z, period. So, but what we're going to be talking about today is that kind of like a spoiler alert. Gen Z isn't really the problem. Okay? The problem is leaders who assume instead of listening. So, I'll leave it at that. And I would like to welcome Jackson and Connor from our team at MSB Team Building and Innovation. Hello guys!

Hello! Hello!

Hey, happy to be here.

Nice to have you. This is an odd one, right? Because you guys are in the background usually, you know, doing everything. And but here you are, you're right on camera. And I think it's really relevant. And it's going to help a lot of people. Maybe you can demystify a couple of things about your generation. So, I'm very excited and very proud to feature you for once. So welcome. All right. So, um, as usual, I always ask you where you're joining us from. So we want that chat to be fired up and busy. So please do go ahead and share where you're joining us from. And I will be sharing some questions and throwing some Tips your way and asking you with some polls. So, please do interact because that's what it's all about. This is a conversation, right? So, let me introduce myself. I'm Claire Hayek, founder and CEO of MSP Teaming and Innovation. And I'm also a certified neuroscience coach and a mental fitness coach. And here we are with our 2 Gen Z team members. And just Just to be clear, if you're not sure who Gen Z and the demographic details about Gen Z, they're basically born between 1997 and 2012. Okay. The dates can slightly vary. They follow Millennials, Gen Y, and they precede Gen Alpha, which is kids that are born between 2013 and 2025. So, before we start the whole conversation, I want you to drop in the chat what's the biggest challenge you've had with hiring, managing, or actually retaining Gen Z. So, please do put it in the chat and I'll just go over and see what you've been sharing so far. Okay, here's a shocking stat. By 2025, Gen Z will make up 27% of the workforce. Ignoring what they want is not an option. This source is World Economic Forum. And another one from Deloitte. 76% of Gen Z say they'd leave a job that doesn't align with their values. Right, guys? Do you agree?

Absolutely.

Yeah, for sure.

This is huge. And I know for you, Connor, maybe, and Jackson, and maybe for Gen Zs in general, you're going, yeah. I mean, do we really have to state a stat about this? This goes without saying. Well, let me tell you something. I guess older generations, and I can count myself in that generation, things were a bit different. Values were very important. I personally, values were really important to me. But I'll admit that there was a lot of times that I actually stayed even though the values didn't vibe with mine. But let's put it this way. I didn't stay too long. But I did put up with it. But whereas you guys and apparently Gen Z, well, 76% is a big, big percentage. They just won't put up with that. So, that's pretty big. And it's not something to take lightly. So, let's jump into the chat before I pick your brain. Let's see. Well, I forgot to mention we have Ophelia here minding our chat. Ophelia is joining us from the Dominican Republic. She's on vacay this week and she agreed to join us and help us moderate the chat. So really, really happy to have you, Phi. Hope you're enjoying the sunny weather. Please do send some warm weather our way. All right. So, here's the question, guys. Jackson, Connor. Okay. What makes you want to stay at a company? What makes you want to leave a company? So maybe we can start with Jackson. Do you want to answer that one for Yeah, absolutely.

Yeah, it's a really good question. I think that, like you said, like values are very important. And I think the values, understanding the values in general of Gen Zers, people my age, is important for that. I think one of the big changes and shifts we've seen is the concept of work-life balance, flexibility, and understanding compassionate workplaces in terms of understanding that life comes up. and work isn't always the number one priority.

Right.

I feel like every person is different, but knowing that, you know, the workplace that you're at has your back in the way when, you know, something comes up in life and the expectation will be for you to take care of that, for the capacity for you to be able to work in a more flexible way helps for a lot of people. Like, there's a lot of questions in terms of The exact, you know, 9 to 5 hours, the commuting system. So I think that you're seeing a lot of people in our demographic, in our age demographic, questioning, you know, how exactly they want to get to work, how exactly they want to prioritize and build work around their life. And we're seeing also possibilities for different ways to work pop up. And that's obviously going to vary from person to person, but being able to first and foremost be compassionate in the way that the company handles their employees, their understanding of the balances that come up with life, eventually, you know, having, you know, kids and families, being able to balance those things and do so in a way where you feel supported, I think is a huge one and a huge shift that we're definitely seeing.

So personally though, if I understand correctly for you, is the work-life balance. That, that's really, uh, a major thing for you personally in, in wanting to motivate you to stay, um, or maybe push you to leave, right?

Yeah. Yeah.

Yeah.

And Connor, Connor, what about you?

I think work should be a life enhancer and not a life detractor. And I don't want to like— yeah, I don't want to like wake up every day and be like, oh, I have to spend X amount of hours doing something I hate. for the rest of my life. Like, what's the point of that? Why? What is the point of even living at that point? Right? Like, you know, I want to wake up and be like, all right, maybe I'm not in line 100% with the job, but I can get through the day. I'm going to enjoy it. I'm going to enjoy the moment. Right? There's parts of my job that I do like. I don't want to wake up and be like, every waking moment is just unbearably long. You know what I mean? I want to wake up and be like, oh, cool. I get to do this now. I get to do that now. I get to have money so I can go do things with my family, my friends. I can enjoy— Right. Like, what's like— I want to enjoy my life. You know, I don't want to just wake up every day and just become like this, you know, zombie, right? This corpse of something, you know, I don't want that.

I mean, I guess it's something that I think all generations do, believe it or not, do share. I think I find that the level of tolerance is just different. And it seems that the level of tolerance is slimmer with Gen Z, as you know, even probably Gen Alpha, we'll find that out in 5, 10 years probably, that it's a non-negotiable anymore. Like we all, I mean, we all want to work and be passionate about what we do. We want to feel motivated. But some generations just would put up with being miserable to a certain extent. And then, and others will put up with a little bit of stress but not that much. And I find that Gen Z, There is a bit of a percentage like, okay, I'll put up with a little bit of an uncomfortable side of the job. But it's mostly no. It has to be mostly enjoyable. It has to be mostly fun. It has to be motivating. It has to teach me something. I need to feel that I'm growing and I'm excited to get out of bed. So obviously, money is a motivator but it's not everything. Did I get this right?

Yeah.

Definitely. I mean, I think also though, I just think there's the, when you say tolerance, that rings true to me too, also to an extent where I feel like in previous generations, there might've been more of a tolerance in staying in a job that people may, might've felt lukewarm with, may not have felt the same level of respect or engagement with, because I think that there was this level of understood sort of promise of If you do this job and you work every day, it will give you back that level of insured stability. Right.

Insured stability.

Yeah. You, you, you will, you'll be able to sort of work this job and it's okay. You work these hours, but you'll have enough money at the end of the day to go home and live with your family, buy your house, go on 1 to 2 nights vacations a year. And you know, that's sort of enough to sort of keep you going. I think we're seeing a lot of our— I think our generation has grown up in a lot of political and economic instability.

Mm-hmm.

And as a result of that, I think there's a feeling of the promise of guaranteed stability is not necessarily there. So the idea to do something and tolerate something that maybe doesn't feel good to you, that doesn't feel exciting, that doesn't make you feel alive, and not knowing if it's going to give you this exact pathway to a life that's been promised, I think there's less tolerance for that because people maybe don't believe it. They say, okay, even if I work this job, there's no guarantee that I'll be able to go buy my house and support my family. You know, a lot of people in my generation, I feel like, have said, well, if I can't do the things that I want to do, what's the point? Because already I don't feel like I'm getting ahead working that job anyway. So I think that's where having the capacity for people to work more creative lives, to balance being able to find enjoyments of their lives in other ways, I think is more of an emphasis, I think, for our generation. I feel like there's less ability to tolerate a job when you're not sure that you're going to get that promises delivered on the other side.

Yeah, I totally agree. I also think like social media plays a big role in that as well. Like with our generation, there was like a massive increase in people using social media. And like whether that's a good or a bad thing, I'll leave that to the chat, but like There's a lot more communication going on. There's a lot more like people showing what their lives are like. There's a lot more like self-expression in that. So then we're on social media, we're seeing all these things. Why am I gonna like just, you know, scrape a wall for like, you know, 8 hours a day, 9 hours a day for a bit of money as opposed to like doing something I actually would really enjoy? Because I see all these people online doing things that they really enjoy, right? You know, I think there's like a—

Good point.

Yeah, like I want— why am I There's a lot more communication. People are more open about corporate ideology. People are talking about what benefits you should actually be able to receive as opposed to what a company tells you you need. You know what I mean? So there's a lot more communication and there's a lot more workers communication about workers' rights and stuff like that. So that's another big thing. So this, it's just like it's opening up the Pandora's box of what's possible in work.

Right.

And I wanna live, I wanna have a pretty good life. I think I'm with everybody else who says that, who wakes up and like, I wanna have a rap life, you know. I don't think anybody wants that, right?

Yeah, but this is a good point, Connor. I'm just gonna pause here for a second because you, you both bring really good points. I think you're right about social media. I mean, you know, we saw a big rise of social media with millennials, um, but, uh, but with, with Gen Z now, it's, it's, it's more about, uh, you know, post-COVID, I should say, um, the whole, uh, nomad working wherever you want, having that flexibility. People, a lot of influencers and a lot of Professionals actually went online and talked about certain companies they were working for that they actually allowed them to be free and work from wherever they want to work. And so again, this puts everything out there and basically telling companies, hey, if they can do it, if she can do it, if he could do it, why can't I? Why can't you accommodate that? And it's a bit of a complicated subject to be quite honest with you. I think it also depends. I think what also Gen Z needs to understand from a corporate point of view. I'm here to moderate. I'm not taking sides. Is the fact that some corporations, the data is so strict. Like, there's— I know that. Like, I work with some companies such as insurance, financials, etc. It doesn't allow them to give that flexibility. Certain countries to even with a VPN, even with a secure thing, even, even, even, even— I'm not an expert with IT and security. But it really puts a lot of the data at risk. And so, they cannot allow for that flexibility. So, it becomes a bit of a, I guess, a challenge for them to really retain Gen Zs that don't want to come to the office or they don't even want to work in a hybrid setting. So, I'm not saying all Gen Zs don't want to work in a hybrid setting. I'm not saying that all Gen Zs never want to show up to work. But a lot of them don't actually. They want that flexibility.

Yeah.

I guess it's also, I think it's a balance between what you can get out of work and if it's something really important for you. So maybe you shouldn't be working for the companies that don't allow that because it's just their policy. It is what it is. It's not because we just don't want to give you that because we don't care.

Yeah.

But yeah, so I think it's a bit more complicated than that. But today's conversation, I guess what I really want to put forward is what's important. What's the essence of what you're looking for in a job and the values? And I think you both answered it really well. I think flexibility is a big one. I think you seem to be a bit more aware of the work-life balance. And that's no compromise on that as opposed to maybe other generations. So, and again, the passion, etc. And knowing what's out there is there's no more like Don't tell them. You know, don't tell them. They shouldn't know. Everybody knows. It's all out there. And Conor, you said—

The word is out.

The word is out. Exactly. So right now, you're competing with what's out there. That's what organizations are competing with. And if you can't compete with certain things that are out there, well, you need to innovate and find ways to retain this generation. Maybe it's not perfect. But, you know, I think you're pretty reasonable. And I think if it's stimulating in another way and there are other fun incentives, maybe you'll consider. So again, for both of you, I think remote is important, but I'm not saying this is the only thing that actually helps retain Gen Z. It's definitely, I feel, the work-life balance, that flexibility. Yeah.

But also like a livable wage, like things like that are really, really important, I think.

Of course. That's a given. Yeah.

Yeah. Yeah. Right. Like, I don't know why would you do a job if you can't live off the wage?

Absolutely.

Or like having like enough of the money from the company to start a family or buy a house. Like these are important things that were possible, more possible in the past, I'd say. And now we're kind of like, okay, like what's the, you know, I don't know, what's the, how can we pay this person enough for so they keep working for us without actually providing the extracurriculars, so to speak? You know what I mean?

Yeah. I mean, I think, I think stability and wage, that's, that they're just like the 101 of of an organization. And usually, organizations excel with that. Maybe not small companies and startups because there's a lot of instability. But organizations out there, I mean, you have your benefits. You have your insurance. You have— now, that's the thing. The more you're in a more established organization, sometimes, I'm not saying they're all like that, the less the flexibility and the more bureaucracy, the more layers you have to go through in order maybe to take—

Yeah.

Hey, I'm taking tomorrow off. Okay, bye. It doesn't doesn't work that way. But who knows? Who knows? Maybe this is the future. I do want to share just before we continue on. Sorry, Conor.

That's okay.

A question in the chat. And I do want to read a comment from Ophelia actually. So, here's the question here. What's the number one challenge you faced in keeping Gen Z engaged? Please do put it in the chat. And I do want to highlight one comment here from Ophelia. So again, Ophelia is part of our team and she's joining us remotely. She couldn't really join us live and she is helping us moderate the chat. So what Ophelia says, and I'll pull it up here. I agree. I think recognition and validation is a huge factor today within a company. In today's digital age, we love recognition and validation. And it gives us confidence a lot of the time. And to see that our upper heads acknowledge us as humans and not just a number or employee. So that's, I think, was part of one of the things that really motivates you and makes you want to stay. So it's an interesting point that Ophelia brings up is that we don't just want to be another number. And usually with mergers and acquisitions and companies that are growing, Unfortunately, this gets dropped. And it is one of the realities that a lot of HR have to deal with is like, how do you make people feel valued? We have also here Olivia or sorry, Clivia Bettelli Baskin. I'm so sorry if I'm butchering your name, but I'm gonna pull this up. Global Mobility Specialist. She says, agree, and it is true that these days there are so many gigs, jobs that don't follow the traditional definition of a career that has been in place for so long. So if you just want to elaborate a little more on this, Clivia, are you referring to what I mentioned concerning corporations sometimes not accommodating Travel and all that. I just want to make sure because sometimes it's hard to follow what the chat is referring to in the conversation. Please do drop your comment in the chat that this is in reference to what exactly, what point that all 3 of us made. And another one here from Ophelia. I think a lot of Gen Z are testing it out and seeing what they want to do. That's a good point. I think also that Ophelia brings up, do you guys feel That way, Jackson, Connor, Jackson, maybe you can answer this one. Do you feel like you're testing out the workplace and trying to kind of find what you want to do, try to figure out what you want to do? Do you feel that way?

Yes, absolutely. I think that part of that is obviously going to come into age and stage. You know, the age that we highlighted is people in their 20s, which are naturally going to be figuring out sort of what they want to do, but also asking the questions of what they want out of their work. and their life. And I think that you're seeing that in prime time. That's true for all generations who went through this age period. But I think also to go back to sort of what you were saying before, Claire, like we said, like there are all these different questions on what work can be. And like a lot of that's going into remote working, hybrid working. Obviously every job is gonna be different and a lot of them are not gonna be able to offer that. There's gonna be tons of jobs that do their work in place, you know, and that's not gonna change. And I think for a lot of people, even in our generation, people prefer that. And I think people are testing out to figure out what they like and what they prefer. With that being said, I think that regardless of whether you wanna work remotely from a beach or you wanna work in office and have that sense of camaraderie, I think that the things are sort of compassion and respect. I think you really nailed it. And if you really nailed it in saying that people wanna feel like they're treated like a human and like their work is valued. I think that, that makes such a difference. And the idea, and even if corporations are big and, you know, like higher-ups in corporations might not be able to make everyone feel valued personally.

Yeah.

But it's very important for your middle management and for your department heads and for the culture that you instill top down to treat each worker in a, in a valued and respectful way. If you're not gonna be able to offer, you know, remote work or hybrid work or flexible work, then I, to be competitive, you're likely gonna have to be competitive with vacation days and other other assets, other avenues of flexibility, but the whole time making the concerns of workers today and Gen Zs coming in, making sure that they feel like they're being treated like human people, or they will leave. Because like I said, there's not that same tie of feeling like the job that you have is gonna be your career and you're gonna work at a company for a long time and you're gonna start in the mailroom and you're gonna make all the way up.

Right.

There's not that belief. There's not that understanding. And people are willing to go out and test and try different things and figure out what works. people and workers feel respected and valued and like their work is valued by the company and the people that they work for. And that when life stuff comes up, that that stuff is going to be supported by their employers is gonna make such a difference. And if they can't do that, they are going to leave. And I think that matters a lot of ways.

Yeah. And I think a lot of companies are trying to do a lot. They're really trying to provide opportunity for growth for Gen Z in order to help them. They are also— I speak to a lot of leaders and a lot of leaders are trying to instill that trust, that transparency. They're also practicing being vulnerable, being authentic in front of their team members, and actually listening, practicing active listening as opposed to do, do, do, do, do. And I think that's one of the things I've noticed with you guys in all honesty that I'm a Type A and I'm a typical leader and I have my ideas. And sometimes, you really challenge me and you call it out. And what I'm proud about here is the fact that you feel you can, which I love because I feel that I have done right. If I created an environment where you're going to call me out on things that you don't agree with. That means I did succeed in instilling that trust and getting rid of that fear because that's how we innovate. But I think a lot of organizations, leaders, I'm sorry, lack the training and lack that coaching in order to be able to do that because we don't get out of school being taught to be vulnerable. It's actually the opposite. They boost your ego and all that. I mean, you guys went out of school and you have your degrees and everything. That's not something they teach you as like a boss. So, I think this is where HR can really do their magic and organizations can work on the budget. Number one budget should be on your human, on your assets and on your people.

Agreed.

And trying to make sure that your leaders are creating that environment to retain the Gen Z and not, oh, let's give what Gen Z want. Well, yeah, of course, we have to give everybody what they want to a certain extent. But we still need to run a business. But if the leader has the right attitude, they will stay.

Right on.

They will stay.

And people are gonna grow. Yeah, people are gonna grow regardless. And it's like, is your company gonna grow with that person? If they're not, then they're gonna repot themselves in some other bigger pot. You know what I mean? So it's like if you wanna retain your employees, you have to grow with how well, like how they're growing. Otherwise you're just gonna lose 'em cuz they're actively encouraged to go and find other things that are gonna pay more, give them better benefits. And I think like, I don't know, I don't have anything like studies on hand or anything, but I'm pretty sure it's like you'll make more money after 10 years if you switch jobs every 2 to 3 years. Just objectively make more money. Like that's crazy, right? Like if you're growing with a company, you're putting more effort into working with a company. And that company's not supporting you. Yeah. I mean, that's how it is. That's the way the cookie crumbles, right? Like we're gonna find the best thing and we're gonna find the pot for us.

Yeah.

So make sure you grow your company to be the proper pot, right?

Yeah, exactly. And it's, I mean, you know, I think if somebody wants to leave, they'll leave anyway. You can be, you could try everything. And the thing is, if people wanna leave, if you've done everything and, you know, you've provided that environment and that trust and passionate motivation, etc. And the person leaves, then that's a good thing because you don't want that person to stay. They're going to become toxic, miserable. But knowing that you've done your job. But if people are leaving and you're being blindfolded and you're going, it's them, them, them. We can never make them happy. They're entitled. And did you take a look at yourself? Did you look at the organization? Did you look at the culture? Did you look at everything? Did you really provide the right environment for these people to motivate people to stay? And again, want to stay, not to. It's like, here's the cookie and here's the banana.

Yeah.

That's not the point. The point is it's more instilled in those, like we go back to the beginning, those values, that balance, and mental health, mental fitness.

Yeah.

So, here's the thing. We need to wrap up. I mean, this flew by again as usual. It's crazy. What? And we have like 2 minutes but we're gonna spill over. That's for sure, guaranteed. I think I want to do— I want to wrap up with maybe one. If you can share one leadership mistake that makes Gen Z checkout? One, it's like, if you do this, this is guaranteed, guys, that we're not staying. Let's go with Connor this time and we'll follow up with Jackson. Give me that short answer, please.

I'm gonna go lack of trust. No trust. Like, you know, I don't have any freedom without that trust, right? So that trust is really important.

That's a good one. That's a very, very good one. Very important one. Jackson and Phi, if you can also share your answer in the chat, please. That's one. What's one leadership mistake that makes Gen Z check out in your opinion or would make you check out? Jackson.

I'd say not feeling safe and secure to bring up things that might be going on in your life or problems you might be having with the job. Not feeling like you're going to be listened to and it's going to— the person that you're reporting to is going to be receptive to it. that. But just, I think, as you said, Claire, I think you do a really great job of this, honestly, is when we bring feedback to you.

Thank you.

You know, the more honest the feedback is, the more you appreciate it, the more you're like, oh my God, this means you care. And I think that as we brought more people into the company and we've grown our team, one thing I've always shared with people is make sure that you give your full honest truth when you talk to Claire, And when you come onto the— and when something's bothering you, bring it up. Be fully honest. And I think that matters because if people don't and people let things fester and they feel like they can't bring these things up, then they're just gonna leave silently in the night. And if people feel like their things that they're bringing up are being dealt with receptively, then they're gonna feel like they're taken care of, they're secure, you know, and you'll be able to address these things as a team and find sort of a middle ground. So I think that's the biggest thing is being able to like Listen and be receptive, even if the problem can't be fixed, meeting in the middle or taking it and being receptive to it.

Yeah. And then, you know, in one simple word, it can be called just empathy. Being empathetic about what the person is going through and how they feel, even if we don't agree, that empathy doesn't mean you agree. You know, it's just like understanding, being able to understand, like, oh my God, this is what you're going through. Okay, I can totally understand how you might be feeling right now. But if there's something I can tell you or I can share with you now that would make you feel better is that blah, blah, blah, blah. Or, thank you for sharing this. I had no idea. And thank you for trusting me. I will do my best to do better. I'm not perfect. But let's keep that open conversation or open relationship. So, This is very good, guys. Thank you so much for sharing. I want to share a couple of insights on Gen Z neuroscience speaking. So, Gen Z definitely have a lower tolerance for traditional top-down management. They love that collaborative, like we said, instant feedback, transparency, clear purpose. And what that does is that the brain's dopamine dopamine system, which actually drives the motivation, is heavily influenced by feeling valued and recognized. So, it's not crazy what you guys are saying. If you look at it from the brain side of things, this totally feeds it. And who doesn't love dopamine, right? So, small authentic recognition, as simple as that, equals high retention. You know, who thought things could be so simple? And again, it's related to our body, our brains, dopamine. And, you know, it's really just, if you put it in simple scientific words, it is that simple. So we're gonna close this conversation. Unfortunately, I would love to spend more time. But I just want to wrap up and say, you know, If you want to retain Gen Zs or any generation for now, I think if you think about it, I think even millennials have maybe shifted towards that model as well. And even speaking for myself, if I were to accept a job tomorrow and go back to being an employee, I totally agree with the Gen Z way. All generations shifted also. It's like you're setting a certain standard and now it's the new standard. It's not just Gen Z. So, I find that it's the way we evolve. And it's about building that workplace where we feel valued. We feel heard and seen. So again, we're gonna wrap this up. Guys, thank you so much for joining me.

Thank you.

I do want to share a comment here from Ophelia. Let's put it up. I think trust is such a powerful thing because with trust comes security. When the trust is broken, it's like panic mode. You want your employer to give you what you give it, right? And we also have here a comment from Livia. Yes. And the idea that the only way to work is to come into the office 9 to 5. Not any longer. After the pandemic, sorry, after the pandemic, it was evident that remote and hybrid work are also effective. The other aspect is that Millennials started the trend to switch jobs after a few years and Gen Z is continuing that. That's a great, great point. It's true. You see, this is what I'm saying. Every generation brings something and we all kind of shift. We're just like, okay, this is the new thing. This is it. Who wants to go back? So, we're all evolving in a certain way. I think it's a good thing to put that pressure so we can all do better. At the end of the day, all of this is doing is bettering everyone from every single level. So, it's all good. But it's how we take it. If we're listening and we're doing something with it, not just going, Oh my God! This is a pain. And da da da. You know that's not going to help anything. So what are you going to do about it? How do we move forward now? This is it. Move on. Take it and move on. You know. So, Fee, last comment here. Leaders. Oh sorry. You know she's she's she's sharing our last full question. Thanks, Fee. So efficient. Leaders, what's one thing you're going to do differently after hearing this? So if you are listening this as a rerun. Please do still put it in the comments. We want to hear you. And if you're here live with us, please do share it in the chat. And while you're doing that, I want to share with you that next week, I will— it's going to be March 26th, same time, 11:30 EST. We have a very interesting conference with Alan Mills titled The Real Reason Your Team Is Underperforming. And it's not skills.

All right.

So, we're gonna be letting you in on this. We're gonna be talking about neuroscience, Working Genius, the 5 dysfunctions of the team, as well as positive intelligence. And we're gonna try to do all that in 30 minutes next week. So, if you want to join us, we'd love to have you. Please do scan that QR code. And if you want to know a bit more about, you know, talk a bit more about Gen Z and what they bring to the workplace, how we can do things differently, do type Gen Z in the comment. And here we go. And yeah, so I know it says confident, but you can put confident as well. But you can also type Gen Z. So, you can also do that. But do Definitely share your thoughts in the chat. We'd love to hear from you. Jackson, Connor, last words to our audience here before we wrap up?

Thanks for having us on. Yeah, it was great to talk about our values and, you know, be on this side of the camera for once. It feels good. And I can definitely say that it feels great to also work at a company that practices what it preaches. So that's awesome.

Thank you so much, Jackson, Connor.

Yeah, this is step one. It's just communicating with different generations and figuring out what we want, I guess, you know. So nice job.

Thank you. Thank you. Good job to you guys. Um, and way to own the spotlight. Love it. I will see you later. Okay, so everyone else, have a good day. Thank you so much for, uh, also joining us, and we'll see you next week. Bye for now.