Hannah MacDonald-Dannecker: Unlocking the Potential of Gen Z in the Workplace | Ep #107

Wendy Hanson  
Wendy, welcome to building better managers. I am your host, Wendy Hansen, and I am delighted to have you with me today to learn from some wonderful guests who are going to share their information and their brilliance and their experiences around management and leadership and building great teams in organizations. I am also the co founder of New Level work, so check us out. New Level work.com. Thanks for tuning in. Greetings everyone. So glad to have you here on building better managers. We explore topics that help managers leaders, HR and L, D leaders to build great teams of happy, connected and productive staff, because you need all those to be able to have a great company with five generations in the workplace. Now we have an opportunity to bring out the best in all the generations and learn how to work together and collaborate with our strengths. So today we'll talk about Gen Z, recalling what they have experienced before joining companies for the first time. Born between the mid 1990s and early 2010s Gen Z is the first fully digital native generation. They have grown up in a world shaped by technology, social media and instant connectivity, by offering coaching and training opportunities and collaborating with HR and L and D departments, Gen X managers can meet Gen Z's growth and development expectations while investing in the organization's future at new level work. We have really seen an uptick in Gen Z that we we are hiring. Ask about opportunities for coaching and training as part of the recruitment process. They want to know they're going to work in an environment that will help them grow. So I think we're going to hear more about this today because I have a wonderful guest who's also Gen Z, so she will speak from experience. So let me tell you about my guest, Hannah McDonald daniker. Hannah McDonald daniker is an author, public speaker, sales and marketing manager, partner at the Better Together Group of Companies. She has a passion for connecting connecting employees and employers. Seen through her presentation on hiring by Integrity, intentionality and intensity, connecting knowledge. Seen through her podcast workish, where she regularly interviews people with interesting jobs across all industries to learn about what they do and how they got where they are. So welcome to Hannah. I am so excited to have you on today.

Hannah  
Thank you, Wendy. I'm so excited to be here. I think it's going to be a great chat. I don't even know that you need me here. You've done quite the research, and you're you're already very educated. I love the introduction.

Wendy Hanson  
Thank you. Yes, well, I wrote an article for an HR magazine on this because it's a hot topic, and that's why I wanted to have you on the show, so that you could explain things from your perspective, and many things that we probably don't realize how we got to this place with Gen Z and how they really are going to be playing a big role in companies and in the future? Yeah, absolutely,

Hannah  
absolutely. What was your take on the article? What was kind of the conclusion of it? Well,

Wendy Hanson  
we have to know that kind of a lot of the things that we're going to talk about today is that we've got a very technically savvy group who has really been connected from day one. And so we need to make sure that we're really taking care of that as we go forward and and use their skills and and and figure out how to bring the wisdom of people that have been in the workforce with new people joining the workforce. And and it's, it's, it's just such an opportunity, I think, for all companies, that's great. I

Hannah  
love that. I love that so many people are so scared to kind of dive into it. They're like, I don't know what to do with this whole next generation, but really, just to take such an intentional approach at that is so great, so exciting to hear good.

Wendy Hanson  
So what are the pros about hiring this next generation? Why should we? Why should this be such a something that we really want to focus on and make sure we get right? Yeah,

Hannah  
that's a great question. I think you're already touching on the first and most apparent thing that I tell people about the next generation. The next generation was born and raised through using technology, and so by their upbringing, and they have been just like ingrained with it in their everyday life, from the moment they wake up to the moment they go to sleep. And so that's going to be really beneficial to companies, because we're going to come in within with a working knowledge as an entire generation. So it hasn't actually. Done before that, an entire generation all has one specific skill set that's pretty applicable across every industry. And so this is super exciting for hiring managers. I mean, not only will they be able to adopt the technology that's in your company pretty immediately, they're also going to be able to adopt the new technology that you're going to bring on later as you're changing your CRMs, or whatever it is, like whatever process and programs your individuals are working through. They'll be quick to adopt whatever it is to come and they'll be very helpful with the other people in the company who are trying to learn to do those things and just kind of struggling through the process as well. So it'll be nice to kind of see that that ladder go from only being teaching down to also helping teach up, because that's somewhere we can support other people, right? And so I think I mean technology in itself could have just an hour long podcast in that because it has so many different different fields within it. I mean, they're also going to be really creative because of the way that they were raised in technology, right? And so they're going to be really good account managers. They're going to be really great in customer service roles. They're going to be great at communicating through technology when they're talking to anybody and everybody, because this is the way that they've been raised. And so you kind of see that escalate even further. And I mean, I could go on and on about that, but have you seen that? You said, You guys have had a lot of Gen Zs.

Wendy Hanson  
I've seen a lot of Gen Zs. And I'm very curious your comment about, like, customer experience, that they're good at doing that. Why would they be good at doing that when they really haven't had that much experience with what's happening in the in the workforce yet? Because that's a big job to be connecting with potential clients or clients of companies. So what are their strengths that bring that out? Anna, that's

Hannah  
such a that's such a great question, and I love that you push back on that, because not everybody does, and they just kind of take it as it is. And so I would say that they're going to be really good at that, kind of based on the way that social media has changed the way that they think about communication, relationships with others. And so I mean social media, in social platforms, but also social media, just in the sense of any type of media where you're interacting with other people. So this could be anything from Instagram and Tiktok to video games to chat rooms where they're learning how to do their homework problems, right? And so they've been interacting with other people digitally for as long as they can remember, in every single aspect of their life, whether it's they're buying a new house and they don't know how to change an appliance well, they're probably going to start online, or if they are becoming a parent for the first time, and they're like, why is My child's something doing something like, I just can't figure this out, what's going on. They're probably going to go to social media for the first answer. And so we've transitioned out of this. We reach out to the people that we know, and into we use the resources that we trust. And so they've been communicating with those people for a really long time, and they've been able to build and sustain relationships for a really long time through those things. When they transition them into the social platforms like Instagram and Facebook and Tiktok, because they see each other's feeds regularly. They're commenting on each other's feeds, they understand the concept of insight in mind and how to really just push a message and not be so overwhelming about it. So they've, they've really that's been kind of ingrained in their their daily activities since they were kids.

Wendy Hanson  
Yeah, and I love you're bringing out all the good points about social media, and what I have seen through people that I've coached, about members of their team, they have a hard time sometimes to get Gen Z people to get on a phone call. You know, they want to be remote. They want to do everything digitally, because that's where they have their biggest comfort zone, and part of the learning is, if you're going to be able to speak to managers, if you're asked to do a presentation, that that's an area that they have not been a you know, they haven't had practice on, that is a lot. What's your thought of that? Hannah,

Hannah  
well, I think you're right on the money there. I think that. I mean, if you want to go back to kind of why Gen Z is the way that they are, which I think is probably the first and most important place to start, when understanding a different person is because of technology they have been stripped of, and because of covid as well, and some different experiences in life, but they've been. Some very basic human functions, like dealing with the person at the checkout aisle, because they can do self checkout now, and so they don't really know how to kibitz with somebody just or have a casual conversation, or maybe some of their very fundamental years were spent in covid and covid was different all across the world. Every place dealt with it differently. Some people were shut down for years and some people were shut down for months. So I don't want to put any experience as the same onto anybody else's, because that's not fair, but just the way that it has kind of played out, they are missing these very fundamental skills. And so it's really important for managers to be like, Okay, I can see where they're coming from. I can understand the way that they communicate. And now, how can I help them learn what I need them to learn while communicating with them in the way that they can best accept and receive it, and so I don't remember the stat specifically off the top of my head, I should have had it, but it is, I think, somewhere around 70% of Gen Z's that say they feel more connected to their coworkers when they work from Home. And this is so funny to boomers and Xers, because they're like, scratching their head, like, I don't under What do you mean? More connected, but I can't touch you. I'm not in the same room as you. This doesn't make any sense, but it does if you look at the way that they were raised, in the way that they've created relationships their whole life, and it's kind of easy to say, Oh, well, if this has been their experience, I can replicate something like that to help grow and build something that they can value and have trust in, which will then, of course, help a manager share their narrative of what needs to be done, which is why we're at work to begin with, right? Yeah,

Wendy Hanson  
yeah. Interesting point that you said about self checkouts, because I've been hearing lately that a lot of stores and companies and grocery stores may eliminate those because you're losing the opportunity for people to be able to connect, for them to understand the store brand. Everybody's coming in and just walking through and going to the self checkout. So it's interesting to see what is going to happen over the next few years, as we thought something that worked really well, like working remotely. You know, there are many companies that won't go back to, you know, and our company new level work, we're a good example, because we're a global company. We are all remote, but we have a co working space we go to, but everybody does need to figure out, how do they communicate in person? And if somebody has aspirations to be more than than a subject matter expert, but they want to be a manager, they're going to have to be giving presentations. So it'll be interesting to see what happens over the next few years and what companies are going to have to do to utilize the wonderful skills of social media and technology and be able to help them come out of their shell because they've been more comfortable remotely?

Hannah  
Yeah, absolutely. And I think that you're right, it is really just about a middle ground. It's about Gen Z kind of stepping up and coming into a place where they're uncomfortable, and it's about managers saying, Okay, how do I connect with these people from where they're at right now? And so it's it's really finding that middle ground, but I think that you're right. I'll be really excited to see how it comes out, because I've actually been seeing the opposite with self checkouts. I've been seeing more and more people turn towards self checkouts, or not even having attendance like in the store at all. Recently, I've been seeing this trend about stores that are just open 24/7 and never have people in them, except for when they're being stocked. And that blows my mind, but it'll, yeah, I think every everybody's gonna find somewhere and nowhere is right or wrong, necessarily. But it'll be really interesting in a decade now to see kind of where the dust settles. Yes.

Wendy Hanson  
So Hannah, what are some of the challenges that you're seeing now? You know, because clearly you and I might hear different things and have different perspectives. So what are you seeing? Yeah,

Hannah  
I think one of the biggest things that we're seeing kind of plays into what we've been talking about, but is really this team dynamic based on the way, again, that Gen Z's were raised through technology, they've always had this resource to go back to, and they've been fairly individual in the way that they like to do their routine work, and so they like to potentially Learn with the group or get assignments with the group. But then they really like to kind of go back individually and sit down by themselves and say, This is what I'm doing, and this is how I'm pushing it forward. And kind of create their own action plan and follow through themselves. The thing that's really important with this is so often, man, I. Jurors will come in and they'll be like, Okay, this person's so self driven. I love it. I'm hands off. And then they take a really big step back, which is easy to do, but it's important to still have those little touches without being so hovery, not that that's a word, but, you know, without being super hovering over them, because when they come to a roadblock, they'll try to go back and solve the problem themselves, and when they can't, they get embarrassed that they can't solve their own problems. And this is kind of one of those funny rubs, they oftentimes will feel uncomfortable coming back for additional support when they've been seen as this person who can drive individually. And so if managers can kind of keep that little connect in between, and then when we need that, we can come back and ask for it, it'll be really beneficial to kind of help overcome that hurdle in between, because typically managers are all in or not quite in and just there, but we need that really weird in between that's kind of funny.

Wendy Hanson  
Well, I don't think it's weird at all. Yes, and one of the things, one of the things that we advocate for, is that managers have one on one meetings at a consistent basis, either weekly, depending on the size of your team, or every other week. And this is an opportunity, and it's the individual who brings the the agenda to the meeting, not the manager. So here's the chance for checking in, because the other problem is if, if they hover, and this is a group that often, you know, they said they had helicopter parents, often growing up, that's the same as being a micromanager, if you're a manager or leader. And we don't, nobody wants that and and so I think the opportunity to be able to have consistent one on ones, because I wasn't aware of that, the potential for, and we can't generalize to everybody, the embarrassment of not knowing something and leaving them off on their own. We need to check in, and I often say for for managers who are leading team meetings and things, pick people on your team to also co lead and do things, because that will give them more opportunities, you know, to be able to do that kind of work,

Hannah  
I really like your your statement about how it's the employee's responsibility to bring forward the agenda, not the manager, because oftentimes what we see is that managers are coming in with a checklist. Did you do this? Did you do this? Did you do this? And it puts this employee in a really uncomfortable situation where they feel like a little kid again, they're like, Yes, Mom, I did all of my chores, you know? And it's just like, so strange. Specifically for Gen z's, when they're being managed, they do oftentimes it's so easy for managers to fall into the Oh, you're just like my son, or you're just like my daughter, which isn't necessarily bad, if you can kind of keep a really intentional hold on that, because it's good to have a genuine care for the people that you're around. But it's also important to remember that this is not your son and this is not your daughter. And so there are boundaries and lines that need to be very careful. And so when you come in and you're like, bring me what you need to talk about. I love that, because it puts ownership for the employee to be like, This is what I'm carrying, and it gives them, just like, what you said, the opportunity to ask for help. That's so great,

Wendy Hanson  
yeah, because then then there can be some coaching from the manager and and that's what we always advocate for. Like, it's not like, Okay, here's how you solve this problem. But you know, what do you think are one of the solutions? What's another perspective on how we could look at this? You know, what is our long term goal? That's what we do a lot of in coaching and in our training. Is to teach managers how to ask what questions. Which really works well with Gen Z folks, you know, having them figure out how to solve some of their own problems, and then and and that's when people feel the best and feel most connected, when they're able to have some input and can solve some of their own issues. And this is a great way to be able to do it.

Hannah  
I completely agree. I love that. That's great. Now,

Wendy Hanson  
how does this Hannah translate from the boardroom to the dinner table. How do parents listen to this and imply it at home? Because a lot of these Gen Z folks are still going to be living at home, not all. But, you know, because of today's economy and the cost of rent and mortgages that might be set up like that for a while. Yeah,

Hannah  
I think that I've got two things here on this, and it's funny because they both go back to the intense, intentional and integrity conversation that we like to talk about at the Better Together group. But when you're at work, it's a lot easier to be in. Intense, because you can not really scare these people away, you know, like they're they're employees, they are there, they're going to come back again Monday morning, and when you get home, sometimes it can feel scary to be intense because you don't want your kid to shut you out, and you don't feel what you're necessarily in control there. And so it's easy to kind of lay off on the gas pedal when you get home, but it's really important that you take the same intensity that you have every day at work back home into your house. When we at home, we're tired at night, and then when we're with our families, it's so easy to just let it go to the wayside and and sit in front of the TV and rot the evening away. I love to do that, and those are healthy things to do. Don't get me wrong, like you need to give yourself time to rest and breathe, and I understand that. But also, don't lose your intensity the second that you walk through the door. Because if your kids aren't getting your fullness like that's pretty problematic, in my opinion, yeah. And then on the other side of that intentionality, we're super intentional about the way that we communicate with people at work, right? Anybody that's listening to this podcast, right is being intentional about learning about what they need to do so that they can communicate with the people around them. That does not stop when you go home. And so I don't have kids. I don't want to pretend like I know specifically what this is like, but I do have a lot of loved ones, and I am incredibly intentional about making sure that I give them what they need. And I mean, again, it's just like meeting them where they're at. So if it's my mom, she needs quality time. If it's my brothers, they need words of affirmation, like it's about knowing the people around you and who they are, and then bringing the intensity to the intentionality and letting those things kind of pair up. And I mean, the integrity goes with it. Like I want it all to come from the right place. This needs to come from, from place of love, and carrying it home so that you can better your family. But yeah, it really is just kind of carrying those really specific and actionable steps out, even when you get home and when you're tired, yeah, yeah.

Wendy Hanson  
And it sounds like you're addressing both sides. You know, who you go home to, whether, and it may actually be a partner in life that you go home to, or your family, and to be intentional on both sides and and share a little bit of your experience, I think, is important so that your family understands what you're going through and you can learn from each other. Yeah, that's important. You know, the dinner table conversation, if people are lucky enough to have dinner table that they're not everybody's not all going in different ways, at least once in a while, to sit down at the table and and share experiences and learn from each other Absolutely.

Hannah  
And I think one of the things, specifically with generations, and probably a lot with parents and kids, is that we're living in some very different worlds, which is kind of really funny. But if you're going to share your experiences, you need to be sharing all of your experiences. And for Gen Z, I mean, we spend 45 hours a week online and so or on our phones, it is, and so there's 45 hours a week of something going into this little box, and parents often don't want to hear about it. They're like, did you go outside today? And it's like, okay, yes, you want to encourage good habits within your children, but also you want to lean into the things that they're excited about, and so be intentional about sharing those world experiences. And even though your kids are kind of living in this other world, doesn't mean that you can't as well. Yeah,

Wendy Hanson  
and yeah, I'd like to see that this is an opportunity for collaboration, just like at work. You know, how do we all play together at home? Are there things that people can do together and and there may be, you know, it's a very different thing if you're in your 20s and you're living at home, you know, you need that autonomy and independence to be able to go out and do what you want, but you know, really having those conversations and and not hearing from a parent like in my day, this is what we did, you know, but more understanding and knowing that together we everything gets better, because we can learn from each other.

Hannah  
What's that like for you? Do you have children?

Wendy Hanson  
I don't have any children. I have a lot of nieces, and I learned from them. One of my nieces, I'm going to have try out one of our products, that we're developing an AI product for coaching at a new level work, because she is a business manager in college, and and I was like, Oh, this would be a good test place. So being able. To connect with, with, with anybody of any age, and find a common ground, I think, is what is important. I

Hannah  
love that that's such a great example of intentionality. It's just carrying it through. Yes,

Wendy Hanson  
yes. And so what do we Gen X? Folks need to Gen Z. Folks need to need to understand and learn. You know, there are some things that we might not be aware of that because of their experience, it's been a little bit different. So can you share your perspective on that? Absolutely,

Hannah  
but let me clarify, sorry. Do you mean the Gen Xers, as in the management

Wendy Hanson  
No, the Gen Z, I started with the wrong way. Gen Z, okay. I want you to speak as a Gen Z, yes, okay.

Hannah  
So, so you so you want to know. What do we as Gen Zs need to know? Yes. I think we need to know. I mean, like most 20 year olds, we need to know that we're not always right, right? I think that when you come into your 20s, a lot of your 20s, no matter the generation that you stand in, is kind of coming to a new realization and understanding of what the world really looks like in your adulthood, rather than in your childhood. And so specifically for Gen z's, because we have that really independent nature, because we have that really I can do my research, I can find my answers, and along with that, because of the way that influencers have worked with social media, so many Gen Zs have built up these really big walls around themselves to say that this is my opinion, and I stand firm in it, and I believe in it, and even though there's hundreds of other opinions like swirling around me, I'm confident in this. And so I think that because of those two things, it's going to be really hard for Gen Zs to take that gut punch for lack of better terms, right? Like, when you're growing up, there are some things that you come across and you're like, oh my gosh, I wasn't quite ready for this. I didn't really understand what everybody else was talking about. And that's going to be that's going to be really hard, but I think that's just a natural process of your 20s. And I think that based on the way that Gen Z's were raised, it's going to be potentially a little more challenging for them to accept, but really necessary to accept. Yeah,

Wendy Hanson  
and you mentioned before a little bit. I'll call it fear of failure, if you're not able to know things, and you think that people expect you to know them, what? What's your advice for for them on how to deal with that, how to deal with being able to fail and get back up

Hannah  
again. You know, when I was writing my first book, I had this quote that kind of carried me through the whole thing, and it was that perfection paralyzes the process of progress. There is no such thing as perfect in this world. I am not perfect. You're not perfect. Like nothing, nothing, nobody is perfect. And oftentimes, based on again, social media, we've seen these curated what looks like a perfect life, but that's not sustainable, and so many people are trying to chase that, and it can kind of hold them back from pushing forward. But if you can just accept that it's not going to be perfect, and that you will fall down, but you can stand back up too and just keep moving, it's going to be a lot easier for you to kind of overcome some of those hurdles. Yeah,

Wendy Hanson  
because it, it really isn't about what happens to us in life. It's how we deal with it when it happens. So that failure is really, you know, it's something that we learn from, and it's something that managers need to be responsible to say, if we're not failing at times, we're not pushing hard enough, you know, we're not innovating. Absolutely,

Hannah  
that's, that's one of the chapters in my book. It's, if you don't fall down, you're not trying hard enough. Like, just keep going. Keep

Wendy Hanson  
going. Yeah, keep going. And know that you have support to do that, as long as no one gets hurt. Company does it. I was working with somebody who was in charge of a company's payroll and trying to delegate a lot, and it's like, just don't want to make a mistake so that people don't get paid. So you need to watch out for those things if you're the manager, but you want to give people autonomy to be able to do things and to learn, because we'll also learn different ways of doing it, which is really important, you know, different perspectives. And I think that's what happens when we bring all these different generations in. The perspectives are wonderful.

Hannah  
Yeah, I think that's so true. It's funny, I work in a family business, and my dad talks about this all the time. He says it to all of our employees. He's like, I'm never going to be mad at you for swinging the bat and missing, but if the. Ball comes and you don't take a swing, that'll be a different conversation. It's like, if you see the opportunities coming and you're not trying, that's not good. But if you're trying and you're failing and you're just standing back up to swing again. So that's all we can really ask of you, right?

Wendy Hanson  
That's great. That's great advice from a family business that can be used in any organizations. Yeah, yeah, keep swinging when the ball comes swing and and be able to really be in the game. And that's what we want everybody to do, is use their strengths. You know, we're a very strength based organization, so knowing that you have strengths and they're different than my strengths, and when you look at everybody on a team, how do they share those together to get the best out of everyone? That's if, and if we're we're coming from our strengths and the things that we do well, you know, and with Gen Z, it's really knowing the technology and being so good at social media, those are strengths that everybody else on the team needs to be able to use and get your opinion on that. So I think that's important that we all, we all ask for different perspectives so that we can learn from each other. Yeah,

Hannah  
absolutely. It's meeting them where they're at right, understanding them from where they are.

Wendy Hanson  
Yes, good. Anything else that I didn't ask you, but should have asked you Hannah.

Hannah  
I mean, not that I can think of Wendy, not that I can think of I mean, people should definitely go check out the Better Together, Group X to Z. It's x to T, O, Z, and my podcast with my father, when we talk about everything just between our own family business and what we're working through and different, I mean, just kind of what's going on in different industries across the board. But it's really fun. We talk about different perspectives between himself as an Xer and myself as a Z it's a fun podcast to listen to,

Wendy Hanson  
and what's the name of it again, so people can look it up, X to Z, X to Z. Oh, that's great. And I love that you do it with your father. That's wonderful. That's a great modeling for people that are seeing you know, how do we learn from each other? And to have that kind of trust within the family is lovely. Yeah.

Hannah  
It started as a fun Father's Day. President we we did something. I wrote, like a letter to him. We did a little recording a long time ago. I think it was two years ago, and we're just kind of doing it ever since.

Wendy Hanson  
That's great. Yep, we all have wisdom in different ways, so to be able to get it out there is great. And you also wrote a book. Tell me a little bit about your book, so that people could go find it if they're interested. Yeah, I

Hannah  
have a couple. I'll do a really, really briefly, but I need to know, Are you a rated podcast? Because one of them does have a naughty word in it.

Wendy Hanson  
It's okay, yes, okay.

Hannah  
So I want to get you in trouble. So the name of my first book, it's a personal memoir. It's name is well shit. And the whole concept is, Well, shit, it's time to grow up. And so I did that while I was just kind of in the midst of the pandemic. And it was a passion project. It was a diary I wanted to give to my kids one day, and I just carried it forward and ended up publishing it. But then we have a couple other ones. We have a leadership course that we recently launched. We have a book all about the three eyes, so intentionality, intensity and integrity, and kind of how to hire through them. And that's just a little workbook. And then the last one is all about how to get a job. So for for that kid of yours who is stuck on the couch right now, and you're like, I don't know how to tell him to do this, just get the book and give him a book. And you don't even have to be the one to do it, but it walks you through everything about how to dress for an interview, how to write your resume, how to properly plan and organize your schedule when you first start, kind of every little piece of information you need in there.

Wendy Hanson  
Oh, that's great, and I love it. It's from your perspective of, you know, speaking to your peers, and it's always a better way to hear everything that way. Oh, great. Well, this has been so, so interesting, and I love your perspectives, and I've learned a lot that I hope to carry through as I'm coaching people and at new level work, when we work with managers and leaders to be able to make sure that people have this information, so that all these, I think it's five generations now, that are in the workforce, can work together and get the best from everybody. So, absolutely, yeah, absolutely.

Hannah  
Thank you so much for having me. It's always so funny to talk on. I mean, humans are never the same across the board, and everybody's going to be so different, which is why companies like yours are so important, right? Because you can get information from everywhere, but when you need the service, you need the service, and you need an actual expert to really come in and support based on your situation. So it's always helpful to get these things out, but just always great to meet people in the in the industry, just like you.

Wendy Hanson  
Yeah, well, thank you. This has been great, and for everybody, please go on. And then rate our podcast. Speaking of rating podcasts, you can go on to our website, new level work.com/podcasts, and you'll be able to see where to make do a review on there. That would be great. And we also have an AI bot on there, an AI coaching bot that's free, that you can ask questions. So if you need a coach right now, and especially for Jen Gen Z folks who are looking to get some answers in the workplace, you could go on there and put a question in my manager is really micromanaging me. What should I do? Or how do I say that? And see what you get. It's a good way to get a little coaching on the side from a very knowledgeable AI bot, who has learned from all of our coaches and training experiences. So thank you again, Hannah, for being with us today, and thank you everybody for tuning in. Have a wonderful day. Go out, be happy. That's most important, which will then make you productive and come from a place of your strengths. So have a great day. Bye. Bye. Thank you for joining us today. For more information, show notes and any downloads from today's podcast, please visit New levelwork.com we would also be so appreciative if you'd write a review. Go on to new level work.com/review and you can write a review on your favorite podcast app. It makes a big difference, because we want to really grow managers and leaders around the world, and we need your help. Thank you so much. Have a wonderful day.

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