From Gen Z to AI: 2024's Biggest People and Culture Trends From Transform

Many of our passionate Culture First community members on our shared mission to create a better world of work attended Transform a few weeks back.

It was great to take our relationships from 2D to 3D. "Having a group of folks like the Culture First Community, who make you feel at home in a sea of over 3,500 strangers at a conference is invaluable in combatting overwhelm and loneliness," said Austin Drabik.

It was so great to connect IRL and also to get together and nerd about what's happening in our industry. This post has been co-authored by some of our dedicated Culture First chapter leads and it encapsulates the collective insights and takeaways from the conference, aiming to inspire and guide HR professionals and organizational leaders alike. If you missed it, here's what you need to know:

The Gen Z Wake-Up Call ??

The vibrancy and distinct perspective of Gen Z have been loud and clear: "Gen Z is calling BS on a lot of things we do in HR," as aptly put by Hebba Youssef in one session. This generation's demands may not be unique from previous generations, but the pressure on organizations is real and they are actively reshaping the workplace:

• 54% of Gen Z are disengaged.
• 34% intend to leave within 2 years, with 1 in 3 willing to leave without another job lined up.

Their demands? Professional growth, value alignment, leadership over bosses, and genuine connection.

They want to know how to climb the latter and they want to do it fast (i.e. career pathing). Make the implicit, explicit. They expect employers to walk the walk rather than talk the talk when it comes to their values and what they say they stand for. They want to be coached rather than a micromanaging boss. And after the pandemic, they have fomo (fear of missing out) real bad. They are craving real, meaningful connections at work. The organizations operating with 'proactive transparency' will win this race.

When talking about a specific demographic, especially in a panel with multiple people, there’s an importance of having speaker/panel representation of the demographic that’s being talked about. E.g. if you’re featuring a panel talking about Gen Z, you should probably have at least 1 person representing them. This should be table stakes pointed out to Danielle Farage .

The gist? "Gen Z are changing jobs faster than millennials," showcasing a thirst for growth. So it's time we give it to them.

Leaders > Managers ??

We’ve all heard the saying, right? People don’t leave bad jobs; they leave bad managers. Well, here's the twist! A fascinating insight from Culture Amp's research revealed a critical distinction in the dynamics of workplace retention:

• 38% of employees are more likely to stay if they have a great manager, but a poor leader.
• Conversely, 60% are more inclined to stay under a great leader, despite having a poor manager.

The gist? "People leave leaders, not managers." The emphasis on leadership quality over direct management suggests a deeper need for visionary guidance and organizational coherence.

AI: The HR Sidekick ??

Not surprising, there were tons of sessions on AI. The introduction of AI tools in HR practices is not about replacement but augmentation. We learned a lot from Theresa Fesinstine's community session on some practical tools for HR. From Oasis to HR Harriet and Inqqa AI, these innovations are streamlining administrative tasks (i.e. job descriptions, compensation analyses, training plans, event planning) and enabling HR professionals to focus on what matters most: human connections and strategic initiatives.

There was a lot of talk specifically about usage and proficiency rates for men and women using AI as well as the ethics of AI. New York's mandate for employers to disclose AI usage in recruitment is a step towards transparency, reflecting a broader expectation for clear communication and ethical technology use.

The gist? AI is your buddy, not the bogeyman. Let it handle the grunt work, so you can focus on what really matters – the people.

Psychedelic-Assisted Coaching for Employees ??

Bet you didn't see that one coming. Although this wasn't a repeated topic on the agenda, it was a bold topic that's for sure! Psychedelic-assisted therapy and coaching is on the rise with employers offering this a formal benefit.

Steven Huang taught us that psychedelics can be used to help individuals for personal growth and healing as well as for a business advantage since they can help our brains to work in novel ways.

The gist? “The drugs aren’t the solutions, but the tool.”

We're Still Focused on HOW We Work

"You can do you job from home, but not your career" is what we heard on the main stage. Some encouraged us to think about remote work as a product rather than a policy. What's the experience of working remote? It's not about where we work, but how we work.

The hybrid work model, with all its complexity, demands a reevaluation of managerial roles. Erica Keswin pointed out that managing in a hybrid world is the worst of both worlds. She asked, "Are managers being given the time to manage?" Our community's response? Usually not. This question highlights the challenge of balancing direct oversight with strategic leadership in hybrid settings.

Hybrid policies need consistency across the organization. In other words, the organization should put one firm policy in place for all. Managers shouldn't be allowed to set the schedule for their employees, as it allows for bias and favoritism.

The Lingering Effects of Layoffs

During Culture Amp's session, '90 Million Data Points from 2023,' Justin Angsuwat and Vivian Fructuoso highlighted the uncertainty and lack of trust at work as a results of layoffs. A few things they have learned from the date:

• the size of the layoff doesn't matter
• recovering from a layoff takes longer than you think (12 - 18 months)
• stronger cultures get hit the hardest (the higher the engagement score before the layoff, the bigger the hit)

As a result, many employees are either leaving organizations or they are limiting their downside by having another jobs.

Remote workers are getting criticized for sometimes having more than one role/job. But CEOs and executives often sit on several other boards, nonprofits, and have other gigs. If executives are allowed to have other roles, why can’t everyone else? As long as the work gets done, it shouldn’t matter. Being an executive doesn’t give you the exclusive right of passage and sole privilege to do so.

So before your organization just wants to do a 'little' cut. Consider yourself warned.

Harnessing the Power of Data and Stories in Shaping Culture

In a world obsessed with metrics, Craig Forman brings us back to earth with a crucial reminder: The real magic happens when we balance quantitative data and individual narratives to gain a nuanced understanding of workplace culture, stressing that both broad organizational insights and personal stories are essential for strategic decision-making.

This group shared insights on how targeting specific areas like leadership communication can significantly enhance employee engagement and overall organizational performance.

And for those organizations feeling overwhelmed by the prospect of data integration, he recommended starting small, akin to a "Fitbit approach," to gradually introduce data insights into organizational strategies without causing disruption or resistance. To read Craig's full write-up click here.

Cultivating Empathy and Embracing Change

We don't need to frame everything through the lens of DEI or at least not obviously. We need to do things to help employees build empathy. If we can get people to think empathetically about their peers then its a good first start to thinking about inclusion and diversity. That is what is needed most right now in these uncertain times. As we navigate rapid organizational changes and generational shifts, a multidimensional approach to empathy and inclusion emerges as crucial. Understanding the unique perspectives of our various employee populations whether that's different generations or supporting our neurodivergent employers, that is the key to fostering a supportive and inclusive work environment.

Conclusion

"It can sometimes feel like not much progress has been made, but the fact that we are talking about many of these topics is eye-opening and telling."

Transform has been a mirror reflecting the evolving landscape of work, leadership, and organizational culture. From the insightful data points to the compelling anecdotes shared by our Culture First community, one thing is clear: the journey of transformation is ongoing, fueled by the collective desire for more meaningful, transparent, and inclusive workplaces.

We need each other on this mission and we know that good things happen when the community comes together. "You can create a community feel even at large-scale events. Part of it may be the nature of the attendees, we all care about and work hard on creating inclusive and welcoming spaces, so of course, any place we are we will be warm and kind to those around us," said Julia Grassa (fka Smirnova) .

The Culture First community is defined as 'where people leaders and change agents come together to ideate and share best practices to create a better world of work.' Reflecting on our time at Transform, we certainly did just that.

So with that, let us continue on our mission. The future of work doesn't just happen; we create it, one small moment at a time.

We extend our deepest gratitude to Jen Arnold , Austin ?? Drabik , Julia Grassa (fka Smirnova) , Alexandra Prassas, SPHR, CCMP? , and Craig Forman for their invaluable contributions to this. Thank you to my community partner in crime DeMario Bell and to our fellow Culture First chapter leads that joined us Tameka N. Allen Zech Dahms, MBA Paula Tett Patti Traglio Gary Ware Christiane Bayor, MBA, PHR Sarah Giencke Theresa Fesinstine Anne Olow Danielle Crane . Together, we stand at the forefront of a movement that champions culture, innovation, and the unwavering spirit of progress.

Interested in learning more about the Culture First chapters community? Visit chapters.culturefirst.com to join us!