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Finding fulfilling and motivating work is a challenge for many people, but it can be especially difficult for those just starting their careers. And as Generation Z professionalsthose born between 1997 and 2012increasingly seek personalized career paths, managers are tasked with helping employees find meaning in their roles while also meeting organizational goals. Some managers may view Gen Zs desire for meaningful work as a form of entitlement, but dismissing it can be costly. Research shows that employees who find their work meaningful experience greater job satisfaction, which directly boosts productivity. Meanwhile, ignoring this need can lead to higher employee turnover and quiet quitting. In short, helping younger employees find meaning on the job isnt just good for themits a smart business strategy. As business professors who study meaningful work, we wanted to understand how managers can help younger staff thrive. So one of usKelly Kennedyconducted a research study at Baylor University in which she interviewed a range of Gen Z professionals. Then, together with leadership consultant Shanna Hocking, we analyzed the results to identify three crucial factors that can help managers unlock meaning for early-career professionals. These are self-knowledge, adding value, and relationships. By addressing these areas, managers can foster a supportive environment where Gen Z professionals thrive. The 3 keys to meaningful work Self-knowledge is about understanding who you are and what you value, and recognizing your strengths and weaknesses. Research shows self-awareness can be a powerful tool for creating a productive and engaged workforce. To help Gen Z employees develop self-knowledge, encourage them to reflect on what energizes and interests them. To get the ball rolling, you can ask them to think about their college experiences, internships, and important personal milestones. These reflections can help them uncover patterns in what they enjoy and what drives their motivation. Additionally, many Gen Z professionals seek roles that align with their values. Its common for them to focus on developing a sense of purpose that extends beyond a specific job title. For example, one young employee we interviewed, who works in fashion merchandising, told us, I will make things beautiful and that will be my life. This is a flexible sense of purposeone that isnt tied to any particular job, but rather to a bigger vision of impact. A smart manager will connect day-to-day tasks to employees larger goals, helping them see how their contributions fit into the bigger picture. Adding value at work comes down to two key things: feeling recognized and knowing ones contributions make a difference. Our study found that adding value and feeling valued play a crucial role in shaping workplace meaning. For example, when asked what makes work meaningful, a Gen Z worker said, being part of a team where you are able to contribute and directly see the impact of your work, regardless of the level you are at. So, how do you make Gen Z employees feel recognized? It can be as simple as giving praise or as big as offering a raise. But for many young professionals, meaningful work goes beyond just perksits about feeling like their efforts contribute to a larger goal and make a positive impact on society. Finally, how people get work done in the office is often tied to the relationships they have. Previous research has shown that Gen Z professionals are more likely to thrive in work environments that prioritize diversity and inclusion and encourage positive relationships between colleagues. Our conversations with Gen Z workers backed that up: They told us they valued quality relationships, collaboration, and support from managers and colleagues. Managers can foster this type of environment by encouraging team members to meaningfully connect. As a Gen Z private equity analyst shared with us, When you work such long hours, its nice knowing theres others in the trenches with you. Building strong relationships with direct reports is also important. Gen Z professionals value being mentored by their managers and receiving regular feedback and honest communication. Research has shown connection at work is powerful for creating a meaningful environment of trust for employees of all ages. We also found that Gen Z appreciates being able to take risksand potentially failin a safe space. Thats why mentorship programs can be impactful; they help young professionals develop skills, build confidence, and find meaning in their work by providing a safe space for learning and growth. 3 questions to unlock the power of meaningful work Reflection and coaching are powerful tools that help early career employees develop self-awareness, add value, and build strong relationships. This work may seem daunting at first, but its easy to incorporate into the regular conversations youre already having as a manager. To bring out the best in your Gen Z employees, start by asking three simple questions during your next one-on-one meeting. 1. When have you felt most energized at work? Asking this question can help early career employees gain a deeper understanding of what motivates them. By identifying key moments, both you and the employee can gain valuable insight into their priorities and interests. Pay close attention to the specific aspects of their work that spark enthusiasm, and observe nonverbal cues such as body language and facial expressionsthey can reveal just as much as words about what truly excites them. Make it a dialogue by sharing what youve noticed about the employees interests and discussing ways to tap into their motivations. Then, encourage the employee to find tasks and projects that align with their interests and bring them to the next one-on-one to discuss. From there, when assigning new tasks, be sure to highlight how the work connects to the employees interests and the organizations larger goals. 2. Where do you feel you contribute the most? This question helps early career employees recognize their strengths, allowing them to contribute more effectively and feel like a valued part of the team. As they respond, look for recurring themes in how they approach their work and the quality of their output. Help employees see the bigger picture by connecting their efforts to departmental objectives and the companys overall mission. Highlight how their skills and contributions make a differencenot just in their own work but in supporting their colleagues and driving team success. And be on the ookout for opportunities to genuinely acknowledge their contributions in real time, as well as during performance reviews. 3. Whom in the company do you want to learn from or work more closely with? Bringing up an employees work relationships in a one-on-one meeting might seem unconventional, but its a valuable opportunity to guide them in building strong partnerships. Plus, showing genuine interest in their connections reinforces your own relationship with them. As you discuss their workplace interactions, pay attention to whom they mention and why. Their responses can offer valuable insights into their career aspirations, potential collaboration opportunities, and the relationships they find most meaningful. Also, remember: You dont have to have all the answers. If a Gen Z employee comes to you with a question, use it as a chance to connect them with other team members or subject-matter experts. Encouraging them to seek out knowledge from others not only strengthens their network but also fosters a culture of continuous learning and collaboration. As Gen Z professionals seek more personalized and fulfilling career paths, managers play a critical role in supporting them. Helping early career team members reach their professional goals will, in turn, help organizations reach their own goals. So if youre a manager, asking these three simple questions during one-on-one meetings can lead to happier, more motivated workers and a more productive and stable organization. Kelly Kennedy, Ed.D. is a director of transformative learning at the University of Connecticut. Cathleen Swody, Ph.D. is a managing partner at Foster Talent Consulting, University of Connecticut. This article is republished from The Conversation under a Creative Commons license. Read the original article.
Category:
E-Commerce
President Donald Trump has found a new way to reward his supporters. On Sunday, Trump announced in a Truth Social post that he will issue an executive order creating a Crypto Strategic Reserve that will include Bitcoin, Ethereum, and three other cryptocurrencies. I will make sure the U.S. is the Crypto Capital of the World, Trump wrote. The announcement, which comes days before a White House crypto summit set for Friday, immediately drove up the price of bitcoin by about 10% on Sunday, while boosting ethereum 7%; though the biggest beneficiaries were Solana (up about 20%), XRP (25%), and Cardano (56%), the three lesser-known coins included in the reserve announcement. While a strategic reserve of cryptocurrency has been floated by legislators and advocatesincluding Wyoming Sen. Cynthia Lummis, who has proposed a reserve specifically for Bitcointhere is no clear reason for the government to buy these assets. The real winners are the crypto-loving Trump supporters, crypto lobbyists, and executives who will benefit from the governments investment in their favorite coins. While Trump has not yet issued his executive order with specifics about how this reserve would work, heres the general idea: The government would buy up large quantities of the five named cryptocurrencies and hold them for a set number of years, placing set limits on how and when they can sell. While Trump has not specified amounts, Lummis had proposed that the Treasury Department buy one million bitcoin, now a sum of more than $90 billion by todays prices (one bitcoin costs about $90,000). Additionally the government would be barred from selling the coins for 20 years unless theyre spent paying down the national debt. The government already holds more than 200,000 tokens (about $18 billion) from assets seized in criminal and civil proceedings, so a reserve could mean that it is unable to sell the coins its already acquired. In August, experts told Fast Company that holding volatile assets such as cryptocurrencies could create significant liabilities for the government, which is counted upon for stability in times of economic crisis. At the time, Todd Phillips, an assistant professor of law at Georgia State University, called the idea of a Bitcoin strategic reserve a pump scheme that would solely reward current holders. Critics have lambasted the move as a waste of taxpayer money, especially as the government makes critical cuts to federal employment, scientific research, and international aid. While he chokes off cancer research and fires VA researchers, the President is using your taxpayer dollars to buy crypto and enrich his personal allies, Washington Sen. Patty Murray wrote on X on Monday. Even some Silicon Valley mainstays who have been supportive of Trump came out against the reserve. Palantir cofounder Joe Lonsdale said that while hes pro-crypto and supports the administrations cost-cutting efforts, the government shouldnt be buying crypto. Cut it out with these schemes guys, he wrote on X on Sunday. Investor Jason Calacanis echoed that sentiment: Its a terrible idea to spend tax payer money buying the crypto bags of the people who donated many millions to him, he wrote on X. Its an even worse idea to pick winners like this. Taxation is theft. It should be kept to a minimum.Its wrong to steal my money for grift on the left; its also wrong to tax me for crypto bro schemes.Efficient defense, courts, national parks (should fund themselves), prisons, etc – fine. Cut it out with these schemes guys. https://t.co/owIdAJvXoA— Joe Lonsdale (@JTLonsdale) March 2, 2025 According to one preelection poll, Trump was disproportionately supported by cryptocurrency holders who supported him 12 percentage points more than his rival U.S. Vice President Kamala Harris. As such, he campaigned on the promise of boosting crypto: You’re going to be very happy with me, Trump told attendees at the Bitcoin 2024 conference in July. If Bitcoin is going to the moon . . . I want America to be the nation that leads the way. While Trumps crypto faithful supporters cheer the announcement, its clear that this isnt about promoting economic stability or making important investments but rather rewarding a key constituency of the MAGA movement. And the American people are fronting the cost.
Category:
E-Commerce
Inflation in Europe eased to an annual 2.4% in February, supporting the case for another interest rate cut from the European Central Bank but leaving open how far the central bank will go in lowering borrowing costs for an economy that’s still struggling to show robust growth.The February figure for the 20 countries that use the euro currency was down from 2.5% in January as energy inflation dwindled and major economy France saw a rate of only 0.9%, the European Union’s statistical agency Eurostat reported Monday.The lower consumer price inflation figure supports the view that the ECB is succeeding in its battle to get inflation back to its target of 2% and can focus on supporting tepid growth. The bank’s rate-setting council is expected to cut its benchmark rate by a quarter point to 2.5% on Thursday. That rate influences borrowing costs throughout the economy, and a cut will make it easier to borrow money to buy a house or expand a factory.A rate cut Thursday had already been pencilled in by analysts but the new figure gives added support for a cut.Growth worries have come to the fore after the eurozone stagnated in the last three months of 2024, as consumers still smarting from an outbreak of inflation remained cautious in their spending habits. Business worried about possible new tariffs on exports to the US under President Donald Trump. Political paralysis in France, where no party has a majority in parliament to address an outsized budget deficit, and the transition to a new government in Germany after the Feb. 23 national election have also left businesses uncertain about the future.Recent surveys of purchasing managers by S&P Global suggested the eurozone economy just barely grew in February.The big question at Thursday’s interest rate meeting is whether bank President Christine Lagarde will drop clues about how far the bank will go in cutting rates. While inflation is well down from its peak of 10.6% in October, 2022, some indicators of prices pressures remain elevated. Costs for services a broad category ranging from haircuts and hotel rooms to concert tickets and medical care remained at 3.7%.At its last meeting on Jan. 30, the bank said the benchmark rate was still high enough to restrict growth; dropping that mention on Thursday could be seen as a signal that future cuts will be more limited.A top ECB official argued in a recent speech that recent changes in the economy may constrain how far the bank can go in cutting rates.Recent evidence suggests “that the era during which risks to inflation have persistently been to the downside is likely to have come to an end,” said Isabel Schnabel, a member of the six-member executive board that runs the bank day to day at its Frankfurt headquarters. Schnabel argued that the so-called neutral rate at which the economy is neither held back nor stimulated has risen in recent years. David McHugh, AP Business Writer
Category:
E-Commerce
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