Why Younger Workers Think Differently | Simon Sinek

We all bring our own perspectives, or "lenses," to work, influencing how we perceive others. Instead of simply agreeing, it's crucial to understand where others' viewpoints originate. This is especially relevant when we apply labels and judgments, often to younger generations, who may reciprocate the same to us. Historically, career advancement relied on demonstrating hard work and accomplishments to secure raises or promotions. However, a shift has occurred, with younger individuals often requesting higher pay upfront, based on the promise of future performance. This can be misinterpreted as entitlement, but understanding its roots requires looking at the evolution of capitalism and business practices over the last few decades. The rise of short-termism, particularly since the 1980s and 90s with figures like Jack Welch, normalized a focus on quarterly results. This coincided with the increasing prioritization of shareholder interests over those of customers and employees. Even private, venture-backed companies now face similar pressures from external investors focused on financial goals. Furthermore, mass layoffs, even in profitable companies, have become commonplace, leading to a sense of job insecurity. Younger generations entering the workforce have witnessed their parents or friends' parents being laid off, often through no fault of their own. They've grown up in an environment that demands loyalty but offers little in return, leading to a pragmatic approach: if the company offers no guarantees, why not secure immediate financial benefits? This response is rational within the current business landscape. By understanding these underlying factors, instead of labeling younger workers as entitled, we can foster a more supportive environment. Recognizing their fear of job loss without cause, leaders can strive to create a sense of safety, encourage second chances after mistakes, and build trust. This approach, over time, can lead to a reciprocal sense of loyalty and commitment.