The Future of Work - Burnout Levels Have Not Decreased

What is happening in corporations right now regarding the Future of Work:

• Confusion.
• An incredible desire to retain and increase retention rates.
• Corporations know that they need to solve DEI issues, but how?
• A lack of intergenerational leadership; Execs don’t have the full answers, nor do Gen Z, but together solutions are positively impactful.
• Budgets are a mix of being there, being slashed, and being supported.
• Middle managers are incredibly important, i.e., the connectors of the company. Some companies are replacing and offsetting by adding more workload to others; some are really focused on empowering middle managers.
• Trauma within the workplace due to culture and a strong desire for a happy workplace.
• Still debates around remote work vs. in-person.
• People feel unappreciated and exhausted yet want to?solve problems, innovate, and work hard.

Here’s what we know:

• It’s incredibly important to keep women in corporate. Why???It helps to diversify thoughts, create innovation, increase productivity, improves culture, and keeps the workplace human.
• Women’s ambition levels are higher than ever.?

?Are men important?

• Men can help shape the Future of Work in partnership with women.
• Men understand revenue-making well and have a strong influence on decision-making.

Are Gen Z important?

• Gen?Z?is expected to comprise 27%?of the workforce?by 2025. Gen Z and Millennials currently make up 38% of the workforce.
• Furthermore, mental health is a gigantic factor not largely addressed. Gen Z is into this, as well as psychological safety, prioritizing work-life balance, and are quite entrepreneurial.

Top trends right now that companies are thinking about:

• Organizations will offer creative benefits for employees to address the costs of work.
• AI will create, not diminish, workforce opportunity.
• GenAI experiments will yield hard lessons and painful costs.
• Skills requirements will overtake degree requirements as the “paper ceiling” crumbles.
• DEI won’t disappear; it will become more embedded in the way we work.
• Traditional stereotypes of career paths will collapse in face of workforce change.

So what to do?

Boss Me In is leading to help corporations increase retention rates where corporations are losing millions.??Our differentiator is intergenerational leadership, and with 19 events and programming packages under our belt, we know that it’s important to follow the Exec, Middle Manager, and Gen Z holistically through their pathway at work.??We do this through a curated and specialized Speaker Series, dynamic Mentorship programming, workshops, coaching and think tanks.??

Why is intergenerational leadership important and a solution?:

Organizations can grow to new levels of success. There are at least five generations among today’s workforce: the silent generation, baby boomers, generation-x, millennials, and generation-z, each bringing different perspectives and expectations to the workplace. The current challenge is for organizations to create a work environment that appeals to all five generations. This leads to a happy workplace, innovation, increased productivity, retention, profit, and growth. Boss Me In can help in all of these areas through its products and programming:

• If successful, leaders who can manage across four or five generations while retaining older employees' knowledge, experience, and wisdom will create an environment where innovation can thrive and develop a resilient organization.
• Leaders can facilitate respectful discussion and reframe generational differences as opportunities for group learning.
• Psychological safety is key to having high-performing teams. By fostering psychological safety in work settings, organizations can prevent herd mentality by allowing people to feel comfortable expressing differing opinions, fresh ideas, and viewpoints without judgment.
• This leads to excellent communication and asking your employees about their expectations, priorities, and requirements for success.
• It takes strategic leadership to bridge generational gaps, and thus, the need for intergenerational leadership has become paramount. Increased motivation and innovation among their teams.
• We are all now impacted by the same socio-political, economic, and environmental aspects of current times.

Follow Boss Me In and stay tuned for our bold upleveling. (Be patient with us, we are human!)

Sources: The shape of talent in 2023 and 2024 - Jan 18, 2024 McKinsey

9 Trends That Will Shape Work in 2024 and Beyond - Jan 23, 2024 Harvard Business Review