Meagan Johnson - Generational Speaker

Solve Your Challenges and Bridge the Gap between Generations at Your Multigenerational Workforce

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How Purpose Helps Generation Z Work Better

Before a recent presentation, my client, who had shared with me he was a youngish Baby Boomer,  asked me, “Generation Z (people born between 1997-2012), they are just like Millennials (people born between 1981-1996) only younger, right?” 

He asked a good question. I think that as many of us get older, we sometimes risk lumping people who are younger than us into one homogeneous group. In reality, Generation Z is a uniquely different generation from their predecessors Millennials. 

Interestingly enough, my associate Brittney Garcia is a Millennial herself and is constantly connecting with GenZ through advocacy and mentorship! She personally sees the unique differences between Millennials and GenZers and chimes in with her experiences.

Generation Z working remotely

Generation Z (Younger generations) Only Want to Work Remotely

Meagan: 

The comment I hear frequently from my clients is “Generation Z only wants to work from home.” According to a Gallup survey, however, only 23% of Generation Z prefer to work exclusively from home. This makes Generation Z the generation that prefers working exclusively from home the least compared to other generations! 

This does not translate into locking Gen Z in the office and chaining them to their desk! Generation Z prioritizes the option to work remotely. More than 70% of Gen Z sites having a hybrid work schedule is extremely important. Human interaction, professional connections, and combating loneliness are some of the top reasons Gen Z prefer a hybrid working environment. 

As a Gen Xer, the majority of my professional connections are well established. I know who I can depend on when I need advice or guidance. Many Gen Zers began their careers during the pandemic and spent the first few years in a new job without meeting their team face-to-face. A Gen Z pharmacist I interviewed told me that after she was hired, it was three years before she visited the company’s campus or shook her bosses’ hands. It makes sense that Gen Z desires a working environment where they can work when and how they choose and continue to grow their professional networks.

Having a Mentor – Part of Generation Z’s Development Plan

One tool organizations can utilize to help Gen Z grow their professional network is through mentorship. According to the Adobe Future Workforce Study, more than 80% of Generation Z want a mentor as part of their development plan. Unfortunately, only ½ of the people surveyed reported having a mentor.

Brittney:

“You shared two big ideas here, Meagan!”

1) GenZ only wants to work remotely, and…

2) One tool organizations can utilize is mentorship

Touching on number 1 – I think every generation wants connection and consideration. Connection with others while considering preferred ways of connecting. When we think about how remote work changed our lives during the pandemic, we were all grateful for technology! Grateful that we had ways to work around the inevitable and still find a way to communicate and connect. We adapted and learned that working remotely was a positive possibility. And for all generations! When we think about parents in the workforce, working remotely was a big benefit and still continues to be. With that being said, technology is a major way we connect (if not the primary way we connect today), and offering hybrid/remote work reflects care and consideration. 

Mentorship as a Preference

That leads me to number 2 – Mentorship!

Like hybrid opportunities, mentorship opportunities are so powerful, and for every generation! Again, this is another chance to consider preferences. How would your employee(s) most enjoy mentorship? In what format would they gain the most value? A lot of us are familiar with traditional mentorship and are very grateful for those mentors who made an impact on us! Onboarding mentorship, group mentorship, virtual mentorship, or even reverse mentorship. “Reverse mentoring pairs junior employees with senior leaders to share expertise on technology, diversity perspectives, and emerging trends, helping organizations bridge generational gaps while empowering younger talent. Reverse mentoring also holds tremendous potential for companies to address the novel challenges posed by hybrid working, diversity and inclusion, and dismantling generational stereotypes,” – CEO of Together, Matthew Reeves shares.

Generation Z is Addicted to Technology

Meagan: 

Often called Digital Natives or Digital Wizards, Generation Z is the first Digital Generation. We often associate the infiltration of technology into our daily lives with Millennials. It is true, Millennials did help their parents set up their computers, much like Gen Xers set up the family’s VCR, and they did introduce and guide us through the social media landscape. The difference is that most Millennials remember using dial-up to access the web and reading a traditional textbook in school.

Generation Z did not experience dial-up and grew up with smartphones. Research reflects that currently, 95% of Generation Z own a smartphone. Gen Z is the first generation to learn how to communicate by looking down at a screen. 

Technology evolution continues to be an important factor in their professional lives. More than 90% of Gen Z believe technology will affect their job choices.

Just like Gen Z feels applying for a job should be as easy as buying something on Amazon, they feel the technology they use in the workplace should be as seamless as communicating with their friends. 

Brittney’s comment:

“Are we talking technology addiction here?” Hehe.

I think it’s important we zoom out! A 2022 survey cited by the Nestled Recovery Center found that about 48% of internet users in the United States think they are addicted or somewhat addicted to their digital devices. Ahhhhhhh! It’s easier than ever to stay connected today. It’s also easy for us to assume that GenZ is the “most addicted” to the internet today, and while that may feel very true, the internet has impacted every generation. From my perspective, this reality makes it easier to find commonality between generations without playing the blame game. 

Sense of Purpose at Work

Meagan: 

One of the biggest generational shifts I have witnessed following COVID is Generation Z naming ‘Sense of Purpose’ as an important part of job satisfaction. While pay plays a part in why every generation shows up to work, greater than 70% of Generation Z report that the purpose of work is a bigger motivator than the paycheck. Generation Z is also paying close attention to the values of their employers and looking for career paths that align with their core beliefs. According to a survey by Deloitte, 41% of Generation Z dismissed a possible job opportunity because of their own ethics and standards. 

This attitude would have been completely foreign to me at that age. During the first fifteen years of my career, the biggest motivator was the size of my paycheck. The work I was doing or the ethos of my employer did not play a part in my job satisfaction or decision-making. I remember early in my career interviewing with a company whose product I not only didn’t use but hated; the annual salary was double what I was currently making. (Consequently, and fortunately, I did not get the job.)

How Purpose Leads to Improvement in Performance

Generation Z demanding a sense of purpose in the workplace is not only refreshing but also a benefit to everyone. When job satisfaction is high, it leads to an improvement in performance and decreased turnover, which in turn leads to happier team members.

One step employers can take to enhance the sense of Purpose is offer VTO (Volunteer Time Off). Outdoor Retailer REI offers employees two paid days off a year called Way Days. Employees can use Way Days to volunteer in their community, participate in projects they feel passionate about, and play a part in making a difference. 

Brittney’s comment:

It’s fascinating to see purpose as a genuine necessity from Gen-Z! An article published in Forbes, Engaging Gen-Z, Our Most Purpose Driven Generation, confirms: “Perhaps more than any other generation, Gen-Z is fueled by purpose. Having experienced a global pandemic, economic recessions, and major cultural shifts during formative periods in their lives, they see the world differently.” 

What an important reminder for us all! The transformative cultural shift we experienced left a lasting impact on us in a multitude of ways. As we continue navigating an ever-changing workforce, I wonder how shifting our lens from “tech addicted GenZers” to “purpose-seeking GenZers” would influence how we interact with one another. 

1 Pendell Ryan and Agrawal Sangeeta, Fully Remote Work Least Popular With Gen Z, https://www.gallup.com/workplace/692675/fully-remote-work-least-popular-gen-z.aspx, 7/22/25

2 Sophie Calsdwell, Gen Z employees aren’t in favor of fully remote work, Gallup report says: ‘There’s a craving for that in-person connection’, https://www.cnbc.com/2025/08/05/gen-z-employees-arent-in-favor-of-fully-remote-work-gallup-report-says.html, 8/5/25

3 Cook Sam, Mentoring Gen Z Workers Will Close the Growing Skills Gap Crisis, https://www.mentorcliq.com/blog/mentoring-gen-z-trends#:~:text=According%20to%20Adobe%2C%2083%25%20of,leaders%20ascribe%20to%20the%20generation, 10/8/25

4 It Industry News & Tech, The Impact of Gen Z on Technology Trends for the Future, https://cwnow.com/blog/impact-of-gen-z-on-technology-trends-for-the-future/, 12/13/24

5 Workforce Solutions, Digital Natives To Workplace Innovators: How Gen Z Is Reshaping Business Culture, https://www.cogentinfo.com/resources/digital-natives-to-workplace-innovators-how-gen-z-is-reshaping-business-culture#:~:text=Having%20grown%20up%20in%20a%20digital%20world%2C%20Gen%20Z%20is,on%20digital%20tools%20and%20innovation

6 Donahue Jenn, Piloting the Transition From Boomers to Zs, https://www.cmaanet.org/sites/default/files/resource/Piloting%20the%20Transition%20From%20Boomers%20to%20Zs.pdf

7 Deloitte, 2025 Gen Z and Millennial Survey, https://www.deloitte.com/global/en/issues/work/genz-millennial-survey.html

8 Rifkin Sophie, #OptOutside: REI Co-op’s Employee Wellbeing Program Align with Positive Financial Outcomes, https://www.stern.nyu.edu/sites/default/files/assets/documents/NYU%20Stern%20CSB%20REI%20Case%20Study%20Narrative.pdf, 11/2020

Year of the Horse 2026: How to Turn Reflection Into Momentum

The Year of the Horse is approaching… and the energy shift is noticeable!

January is always an interesting month! Half of us are fired up with goals and fresh planners. The other half of us are still wondering what day it is and whether it’s acceptable to start over in February! 

Which, conveniently, works perfectly because while the calendar year has already started, the Chinese Year of the Snake is still wrapping up. On February 17th, we officially welcome the Year of the Horse.

If the Snake were a coworker, it would be the one quietly observing in meetings, saying very little, and somehow still knowing exactly what’s going on. The Snake represents wisdom, intuition, patience, and thoughtful change. It isn’t flashy, it doesn’t rush, and it definitely doesn’t announce its growth with a PowerPoint slide. 

The Horse, on the other hand? The Horse jumps in and says, “Okay, what are we doing next?”

Year of the Horse

Before We Charge Forward… 

Before Horse energy kicks in, the final weeks of the Snake invite us to pause. Take a moment to look back at the year we’re closing. Not to critique it. Not to overanalyze it. Just to notice it.

Ask yourself:

  • What did I learn that I didn’t expect?
  • Where did slowing down help, even when I resisted it?
  • What old habits, beliefs, or assumptions quietly fell away?

Snake years often bring behind-the-scenes growth. The growth that doesn’t always look impressive in the moment but ends up being incredibly useful later. It’s the mindset shift, the boundary you finally set, the realization that something needed to change. That’s worth acknowledging before charging ahead. 

Enter: The Year of the Horse

When the Horse arrives, the energy shifts from internal to external. The Horse represents movement, momentum, independence, and forward motion. 2026 is not a year for overthinking every step (sorry, Snake). It’s a year for doing with intention!

To connect with Horse energy:

  • Turn insight into action. Take one lesson from last year and keep applying it.
  • Aim for progress, not perfection. The Horse keeps moving!
  • Claim a little freedom. Ask where you want autonomy, flexibility, or ownership. 
  • Move together. Horses are powerful on their own, but even stronger when moving as a group. 

A Gentle Pause Before Full Speed Ahead

Reflection isn’t about slowing momentum; it’s about aiming it. When we take time to acknowledge what shaped us, we move forward with more confidence and a lot less second-guessing. 

So, before we charge into 2026 with full Horse energy, give gratitude to the Snake year that helped us get here. Then take the reins, pick a direction that matters, and move forward with intention. 

Because the best momentum doesn’t come from rushing… it comes from knowing why you’re moving in the first place.

The Season of Gratitude: How Small Moments Become Something Bigger

Happy Thanksgiving week! Earlier this month, Meagan’s ezine explored the idea of appreciation in its simplest form. We talked about the tiny gestures that make people feel seen.

Gestures like: 

  • saying thank you, even when it seems obvious
  • using someone’s name when you speak to them
  • calling attention to effort, not just results
  • noticing someone’s presence, not just productivity 

These are small actions, but they impact us deeply! And in many ways, they lay the foundation for something much bigger: gratitude. 

Appreciation and Gratitude: Similar but Not the Same

While they are similar, they aren’t the same. Appreciation is specific. Like a moment when you acknowledge a gesture, a kindness, or an effort. It happens in real time and points to something concrete: “Thank you for helping me when I was overwhelmed.” Gratitude is expansive! It’s the feeling that grows from many of those small moments woven together. It’s the larger sense of warmth, contentment, and perspective that builds over time: “I’m grateful to have people in my life who show up for me.” 

But both overlap and have a domino effect! When someone feels appreciated, they often become more grateful. When someone feels grateful, they tend to express more appreciation. They reinforce each other in a positive loop 🤗

Gratitude as a Larger Lens 

As the holiday season begins, gratitude becomes a wider way of seeing. It invites us to look beyond individual moments and into patterns, relationships, and meaning.

It might sound like: 

  • recognizing the people who helped you through a challenging season
  • feeling thankful for routines that bring comfort and stability
  • noticing how much joy comes from small rituals
  • appreciating the growth, strength, or healing that the year quietly held

And sometimes, it looks like grace. Grace for yourself. Grace for others. Grace for the year you’ve lived. 

Carrying Gratitude Ahead

While Thanksgiving gives gratitude a spotlight, the real impact comes from carrying it forward in everyday ways. That might mean slowing down enough to recognize a kind gesture, acknowledging someone’s effort before moving on, or pausing at the end of the day to name one good thing, however small. Invite gratitude to be more than a holiday idea!

Appreciation in Daily Life: Small Moments that Make a Big Difference

This week offers a meaningful moment to reflect on service, commitment, and the power of appreciation in our communities.

On November 10th, we recognized the 250th Birthday of the United States Marine Corps – honoring a legacy of honor, courage, and commitment that spans generations. Today, on November 11th, we observe Veterans Day, a time to acknowledge and honor all who have served. 

Appreciation in Daily Life

While these observances carry historical and ceremonial weight, they also remind us of something deeply human: the power of appreciation. And with Thanksgiving coming up soon, let us consider all the ways we can welcome appreciation!

Why Appreciation Matters

Appreciation is more than a holiday gesture… It’s a daily practice and choice. A way of seeing one another. It’s how we remind the people around us that who they are and what they contribute matter. 

Human beings are wired to feel connected! When we feel acknowledged, we feel motivated, supported, valued, and less alone. A simple expression of appreciation has the power to shift someone’s entire day – sometimes their entire sense of self! And it doesn’t have to be formal or profound. Most of the time, the smallest acknowledgment is the one with the deepest impact. 

How to Practice Appreciation in Simple Ways

  • Saying thank you even when it seems obvious.
  • Using someone’s name when you speak to them. 
  • Calling attention to effort, not just results. 
  • Pausing before responding, to really listen. 
  • Acknowledging someone’s presence, not just their productivity.

How It Connects Us Across Generations

No matter our age or background, we all carry stories, challenges, hopes, and unspoken efforts. It is how we honor that. 

The most powerful expressions of appreciation are rarely grand. They are sincere, present, and intentional. Say what you mean… write the note… pause long enough to mean it.

Appreciation is not just something we offer on special occasions. It is something we practice to make everyday life more human, connected, and kind.

World Mental Health Day: 90,000 Hours of Opportunity

Is Mental Health a Workplace Priority?

If not… here is why it should be!

“On average, we spend 90,000 hours of our lifetimes at work,” said Evans in an article by the American Psychological Association. “Businesses and employers have a responsibility to ensure that those hours are spent in environments that support the mental health of employees and their families.”

Let that sink in… ninety thousand hours. That’s a lot of coffee breaks, meetings, and Monday mornings! But it’s also a powerful reminder that the workplace isn’t just where we earn a living; it’s where we spend most of our lives. When those environments support mental health, people thrive – and when they don’t, everyone feels the strain.

A Shared Mission Across Generations

World Mental Health Day on October 10 invites us to reflect on how far we’ve come and how far we still have to go. Every generation has experienced the culture of work differently:

  • Traditionalists and Baby Boomers often learned to “tough it out.”
  • Gen X built a reputation for independence and skepticism of corporate buzzwords.
  • Millennials helped make conversations about burnout and balance mainstream.
  • Gen Z is raising the bar, expecting transparency, empathy, and authenticity from employers.

Each generation brings something valuable to the table. Together, we have the opportunity to redefine what healthy work looks like for everyone.

10 Ways to Build Generational Awareness and Support Mental Health

1) Ask Before Assuming – Instead of guessing, ask colleagues how they prefer to communicate and receive feedback. Curiosity builds trust and prevents miscommunication!

2) Express Gratitude – Say thank you often… whether it’s a handwritten note, a public shout-out, or a simple text message, appreciation is ageless.

3) Practice What You Preach – Leaders, show (not just tell), that it’s okay to take breaks, ask for help, or log off. When leaders prioritize well-being, it permits others to do the same.

4) Promote Work/Life Balance – Balance looks different for every generation and person. A culture that respects life outside of work creates loyalty inside of work.

5) Humor as a Connector – Laughter is a universal language! Use humor to break tension, bridge differences, and remind everyone that we’re all human, regardless of titles.

6) Flexibility & Adaptability – Be open to new tools, new ideas, and new ways of working. Flexibility keeps workplaces innovative and empathetic. 

7) Continuous Learning – Encourage personal & professional development with a mindset that everyone has more to learn!

8) Cross-Generational Mentoring – Speaking of learning… create opportunities for older and younger colleagues to exchange knowledge and personal experiences. 

9) Customized Communication – Email, text, chat, phone call, everyone has a preference. Learn what works best and adjust your style when possible. 

10) Celebrate New Perspectives – Diverse perspectives fuel creativity. When someone challenges “how we’ve always done it,” don’t dismiss it, explore it!

World Mental Health Day

The Bigger Picture

As Evans reminds us, “We cannot underestimate the positive impact we can have when we align our workplace policies and practices with people’s psychological health.”

Whether you’re mentoring a new hire, setting boundaries for your own well-being, or simply saying “thank you” to a teammate, you’re contributing to a culture where five generations can thrive together. Because when we take care of our people, those 90,000 hours have the potential to build connection, purpose, and true meaning.