GOAT Development Group

GenZ Expectations

Unmet expectations are the number one reason young employees get frustrated and quit.

Ask them about what they prefer to be a reality on the job, such as breaks, PTO, community building, policies, etc. These issues are not deal breakers, just ones to know before they begin on the team. Ask them if these opinions are, needed, preferences, or not requirements. This will help you lead them better if they’re hired. Figure out what their deal-breakers are right away so nobody wastes their time.

Don't dance around the money. Be clear about the salary and what their financial expectations are. Gen Z appreciates directness, and open communication about pay builds trust from day one.

If this resonates, let's connect and explore what a solution could look like inside your organization.

GOAT Development Group I Taking you from Good to GOAT...Because everyone deserves to be led well.

John G. Manjounes I [email protected] | 314-409-3501

GenZ Requirements

Hiring managers are encountering some interesting job candidates these days, and the interview process is…well…stranger than it used to be.

More Human Resource officers are complaining about how miserable GenZ job interview experiences are becoming. Some say it feels like a cross-cultural interaction. This is partly because parents or colleges did not prepare their students for it. It’s also because GenZers bring with them their own terms and vernacular. I encourage you to move from interviewer to investigator to avoid unnecessary surprises.

Often, a GenZ candidate has never done a job interview before, or they don’t understand professional conduct, or sometimes they’re just young and nervous.

Here are some of the most memorable job candidate mistakes:

• One job candidate sang her responses to the employer’s questions.
• Another raised his voice, yelling that the job interview was taking too long.
• When asked why he wanted the position, one interviewee replied that his “wife wanted him to get a job.”
• Still, another stood up and put her hand on the chest of the employer, saying she wanted to connect “heart to heart.”
• Lastly, one candidate did a virtual interview while in the bathroom…and flushed. OMGosh!

If this resonates, let's connect and explore what a solution could look like inside your organization.

GOAT Development Group I Taking you from Good to GOAT...Because everyone deserves to be led well.

John G. Manjounes I [email protected] | 314-409-3501

GenZ Preferences

You’ll want to figure out who they are before you offer a job. Hiring managers report GenZ often enters a job with demands or expectations that past generations would have never expressed in an interview.

The leading GenZ expert, Mr. Tim Elmore created a template he calls: PERKS.

It’s an acronym that enables you to discuss important issues up front and discover who they are. Once you cover the basic job description, values and culture, this list offers both you and the candidate a template to share your PERKS.

If this resonates, let's connect and explore what a solution could look like inside your organization.

GOAT Development Group I Taking you from Good to GOAT...Because everyone deserves to be led well.

John G. Manjounes I [email protected] | 314-409-3501

The Rules Have Changed

There is a massive shift in the job market. GenZ isn't approaching work the way their parents did, and there are two big reasons why:

· The Loyalty Shift: This generation watched their parents and older siblings get laid off in droves during the pandemic. As a result, they don't believe in blind loyalty to a company. They expect businesses to earn their loyalty first.

· A Balanced Playing Field: Young workers feel more empowered than previous generations. They are highly selective about entry-level positions, meaning employers are often competing for them. rather than the other way around.

· Oh, one more thing: Avoid the vocabulary that both GenXers and Baby Boomers use that are a turnoff for GenZ. However, don’t give in to cancel culture, simply avoid terms that prevent you both from really getting acquainted. Avoid formal jargon and use conversational language. This way you won’t put a wall between you.

* And lastly, more Human Resource officers are complaining about how miserable GenZ job interview experiences are becoming. Some say it feels like a cross-cultural interaction. This is partly because parents or colleges did not prepare their students for it. It’s also because GenZers bring with them their own terms and vernacular. I encourage you to move from interviewer to investigator to avoid unnecessary surprises.

Now that the ground is more level, and keep in mind, whilst this is not bad news, it does require us to be savvier, more investigative in these interviews.

If this resonates, let's connect and explore what a solution could look like inside your organization.

GOAT Development Group I Taking you from Good to GOAT...Because everyone deserves to be led well.

John G. Manjounes I [email protected] | 314-409-3501

The Reality of Hiring Gen Z

If you’ve interviewed anyone from Gen Z recently, you already know the corporate playbook has been thrown out the window.

The Shift in the Power Dynamic
To really understand what’s happening in these interviews, it helps to look at how the balance of power has tipped. For decades, the interview process favored the employer…the candidate was the one trying to prove they were worthy of a shot.

With Gen Z, that dynamic is much more balanced. Because they entered a highly volatile economic climate, they view employment as a two-way transaction rather than a privilege. They are interviewing you just as much as you are interviewing them. When a candidate asks upfront about boundaries, mental health days, or corporate transparency, it isn’t necessarily entitlement; it’s a desire for a clear, predictable contract before they invest their time.

Many of these young applicants are entering the professional world completely green, they’ve never sat for a real interview, they don’t quite get corporate etiquette yet, or they are just incredibly anxious.

To cut through the awkwardness and figure out if a candidate is the right fit, drop the heavy corporate jargon and focus on these 5 essentials…

If this resonates, let's connect and explore what a solution could look like inside your organization.

GOAT Development Group I Taking you from Good to GOAT...Because everyone deserves to be led well.

John G. Manjounes I [email protected] | (314) 409-3501

The Reality of Hiring Gen Z

If you’ve interviewed anyone from Gen Z recently, you already know the corporate playbook has been thrown out the window.

To really understand what’s happening in these interviews, it helps to look at how the balance of power has tipped. For decades, the interview process favored the employer…the candidate was the one trying to prove they were worthy of a shot.

With Gen Z, that dynamic is much more balanced. Because they entered a highly volatile economic climate, they view employment as a two-way transaction rather than a privilege. They are interviewing you just as much as you are interviewing them. When a candidate asks upfront about boundaries, mental health days, or corporate transparency, it isn’t necessarily entitlement; it’s a desire for a clear, predictable contract before they invest their time.

Many of these young applicants are entering the professional world completely green, they’ve never sat for a real interview, they don’t quite get corporate etiquette yet, or they are just incredibly anxious.

To cut through the awkwardness and figure out if a candidate is the right fit, drop the heavy corporate jargon and focus on these 5 essentials…

If this resonates, let's connect and explore what a solution could look like inside your organization.

GOAT Development Group I Taking you from Good to GOAT...Because everyone deserves to be led well.

John G. Manjounes I [email protected] | 314-409-3501

The Reality of Hiring Gen Z

If you’ve interviewed anyone from Gen Z recently, you already know the corporate playbook has been thrown out the window.

To really understand what’s happening in these interviews, it helps to look at how the balance of power has tipped. For decades, the interview process favored the employer…the candidate was the one trying to prove they were worthy of a shot.

With Gen Z, that dynamic is much more balanced. Because they entered a highly volatile economic climate, they view employment as a two-way transaction rather than a privilege. They are interviewing you just as much as you are interviewing them. When a candidate asks upfront about boundaries, mental health days, or corporate transparency, it isn’t necessarily entitlement; it’s a desire for a clear, predictable contract before they invest their time.

Many of these young applicants are entering the professional world completely green, they’ve never sat for a real interview, they don’t quite get corporate etiquette yet, or they are just incredibly anxious.

To cut through the awkwardness and figure out if a candidate is the right fit, drop the heavy corporate jargon and focus on these 5 essentials…

If this resonates, let's connect and explore what a solution could look like inside your organization.

GOAT Development Group I Taking you from Good to GOAT...Because everyone deserves to be led well.

John G. Manjounes I [email protected] | (314) 409-3501

Happy Birthday America!

250 years of American history have taught us something profound: leadership principles change very little because people change very little.

From military leaders of the 1600s to today's business and municipal leaders, the timeless principles of communication, collaboration, accountability, and mission-focused leadership continue to determine success or failure.

As we celebrate America's 250th Anniversary, perhaps the greatest lesson of all is this:

Great leaders don't simply manage tasks—they lead people. 🇺🇸

Happy birthday America!

250 years of American history have taught us something profound: leadership principles change very little because people change very little.

From military leaders of the 1600s to today's business and municipal leaders, the timeless principles of communication, collaboration, accountability, and mission-focused leadership continue to determine success or failure.

As we celebrate America's 250th Anniversary, perhaps the greatest lesson of all is this:

Great leaders don't simply manage tasks—they lead people. 🇺🇸

GOAT Framework™ Wrap-Up For Leading Gen Z

Remove Friction:
Identify where confusion, poor communication, or inconsistent follow-through is slowing people down.

Improve Communication:
Use plain language, clear expectations, and regular feedback.

Increase Alignment:
Connect individual roles to team priorities and organizational mission.

Strengthen Accountability:
Hold standards consistently while coaching people toward success.

Drive Ex*****on:
Translate purpose into action, rhythm, ownership, and measurable progress.

Reflection Question:
Are we leading Gen Z through assumptions, or are we leading them through clarity, connection, and credibility?

Good leaders manage generational differences.
GOAT leaders understand them and turn them into organizational strengths

If your organization is experiencing communication breakdowns, accountability gaps, or generational friction, GOAT Development Group™ can help you build a healthier leadership culture.

314-409-3501 | www.developthegoat.com | [email protected]