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Houston expert: How to navigate Gen Z's quiet quitting movement at your company

Your perspective on quiet quitting is probably generational, says one Houston expert and startup founder. Photo via Getty Images

This month, the internet has been discussing "quiet quitting," the practice of employees setting hard boundaries about when they work and to what extent they are willing to go beyond the outlined expectations of their jobs.

The conversation around quiet quitting has also been lively at the Ampersand offices. As a training company that is dedicated to training new professionals for employers both big and small, it's critically important for our team to have a good grasp on the relationship employees have with their jobs, and what motivates them to succeed. So we had a long meeting where we discussed what quiet quitting meant to each of us.

My team's take on quiet quitting

When I first read about quiet quitting, I was surprised. I started my career in New York City during the Great Recession. I was just grateful to have a job, and I was immersed in the hustle culture of NYC, working long hours to prove my value. I made a habit of getting up early and staying late during a formative time in my career, and still maintain those expectations of myself today (here I am now, working on this blog at 5:43 am).

The Gen Xers on my team were even more surprised by the quiet quitting trend than I was. Their take was that you have to do what it takes to get ahead. It’s taboo for many Gen Xers to leave before the boss. They are used to working longer hours, with less “work life balance” than me, filling their off time with volunteer roles and second jobs.

The Gen Zers on my team crave the work/life balance we all hear about in the news. Rather than throwing themselves headfirst into grind culture, they want to make sure that they have time for their life outside of the office. If they are going to show up early and work late, they want to know that it's for a purpose they believe in and it’s directly related to accelerating their career growth and increase their salaries.

Reaching an Understanding

When I look around my office (and by office, I mean Zoom tiles), I think about how a lot of offices around the world look similar to mine. The workforce will always be a blend of people from different generations, each shaped by their own experience. We’re all adjusting to new styles of work. No matter what generation you come from, or what generation you’re managing, you’ll get stronger results from your team if you set clear expectations, check your generational bias, and understand the perspective of others.

What does this look like in action?

Here are three steps you can take to encourage and inspire your team to put their hearts into what they do:

1. Show appreciation for your team.

If an employee is making $50,000, explain that value back to them. What does their work mean to the overall organization? How does their wage and work contribute to the vision and overall goals of the company? By showing your team their value and reminding them that what they do has a purpose, you can inspire each team member to stay engaged in their work.

2. Embrace flexible work schedules and trust your team.

Let Gen Z innovate, do their thing and find their own way of getting work done. At the same time, communicate: outline clear KPIs, let them know what you expect, and give feedback along the way. Remember, part of an employee feeling a sense of purpose in their job is knowing that they are learning and growing. The more engaged you are in their development and show respect for their time, the more engaged your team will be in following through. And if they don’t meet expectations, have an open, honest conversation with them while still embracing their preferred work style.

3. Help your employees better prioritize their work.

Leverage available tools and resources to find efficiencies while you’re developing your team. Make sure that your processes are well-documented and easy to understand, and encourage the team to contribute ideas and better tools if they have them. Remind them that there’s an open door if they have any questions.

At the end of the day, our job as leaders in an organization is to keep our teams boldly engaged. By helping our employees find purpose in their work, we can build stronger teams that are less likely to be swayed by the latest trend, and more likely to stay focused on their jobs because they care.

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Allie Danziger is the co-founder of Ampersand, an online training platform for businesses and professionals looking to level up their talent.

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Building Houston

 
 

Calling all Houston innovators — now's your time to shine. Graphic by Naomi Galvez

Update: The deadline for nominations have been extended to midnight on Sunday, October 2.

InnovationMap is back to honor local startups and innovators — and this time, we've upped the ante.

Houston Exponential and InnovationMap have teamed up to combine their annual awards and event efforts to premiere a brand new program. The Houston Innovation Awards Gala on Wednesday, November 9, at The Ion will be a comprehensive event honoring Houston founders, innovators, investors, and more. InnovationMap and HX, which was acquired earlier this year, are in the same network of ownership.

Nominations are open online until midnight October 2, and nominees will have until October 11 to complete an additional application that will be emailed to nominees directly. A group of industry experts and Houston innovation leaders will review those submissions and determine finalists and winners across 11 categories. The categories for this year's awards are:

  • BIPOC-Owned Business honoring an innovative company founded or co-founded by BIPOC representation
  • Female-Owned Business honoring an innovative company founded or co-founded by a woman
  • Hardtech Business honoring an innovative company developing and commercializing a physical technology across life science, energy, space, and beyond
  • B2B Software Business honoring an innovative company developing and programming a digital solution to impact the business sector
  • Green Impact Business honoring an innovative company providing a solution within renewables, climatetech, clean energy, alternative materials, and beyond
  • Smart City Business honoring an innovative company providing a tech solution within transportation, infrastructure, data, and beyond
  • New to Hou honoring an innovative company, accelerator, or investor that has relocated its primary operations to Houston within the past three years
  • DEI Champion honoring an individual who is leading impactful diversity, equity, and inclusion initiatives and progress within Houston and their organization
  • Investor of the Year honoring an individual who is leading venture capital or angel investing
  • Mentor of the Year honoring an individual who dedicates their time and expertise to guide and support to budding entrepreneurs
  • People's Choice: Startup of the Year selected via an interactive voting portal during of the event
Nominees can be submitted to multiple categories.

Additionally, the awards gala will honor an innovator who's made a lasting impact on the Houston innovation community. While you may nominate an individual for the Trailblazer Award via the online form, the judging committee will not require applications or nominations for this category and will be considering potential honorees from the ecosystem at large. If you are interested in sponsorship opportunities, please reach out to cbuckner@houstonexponential.org.

Last year, InnovationMap introduced its awards program and named 28 finalists and honored the nine winners on September 8. Click here to see more from last year's event.

Tickets for the November 9 event are available online. Early bird tickets will be $60 per person and startup founders will be able to attend for $25.

Click here to submit a nomination or see form below.


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