Bruce teaser.mp4

Bruce_Daisley_v5.vtt

English

{{00:00:00}}
I think one of the most critical
things for this group is identity,

{{00:00:03}}
and they want to be identified with
an organization that they're proud of.

{{00:00:07}}
So they want to feel like they're
a part of a group that they feel

{{00:00:10}}
proud to be part of, and they want
to tell their friends that they work

{{00:00:14}}
at an organization that represents
some force for good in the world.

{{00:00:29}}
Hi, I'm Jordan Thorn, and we're
here in the Streamly studio, and

{{00:00:31}}
today I'm joined by Bruce Daisley.

{{00:00:33}}
He's an author and the
former VP of Twitter.

{{00:00:36}}
Bruce, thank you so much
for joining us today.

{{00:00:37}}
Thank you for having me.

{{00:00:38}}
Today we're talking about
you know, managing the TikTok

{{00:00:41}}
generation in the workplace.

{{00:00:43}}
What do you think are some of the
main differences between the way

{{00:00:45}}
that the TikTok generation approaches
work and the way millennials, gen

{{00:00:49}}
X or boomers have grown up working?

{{00:00:51}}
Yeah, to a large extent, I think the,
the way that we were prepared and

{{00:00:55}}
introduced to work, We were just told
this is the way that work is, we need

{{00:00:59}}
to soak it up and get used to it.

{{00:01:01}}
And I think to a large extent that the
younger generation, that Gen Z TikTok

{{00:01:06}}
generation have got higher expectations
that we will adapt the, the way we

{{00:01:11}}
welcome them into work and, and we'll
create some more intentional plans.

{{00:01:15}}
So I think there's a higher
expectation from that audience.

{{00:01:19}}
. And to a large extent, firms
need to think about how they

{{00:01:21}}
are making accommodations and
adaptations more than ever before.

{{00:01:25}}
And do you think that as younger
generations grow up, we will see their

{{00:01:28}}
work habits changing to become more
familiar, more sort of familiar to

{{00:01:32}}
the things that we are familiar with?

{{00:01:34}}
Or will the workplace adapt
to new ways of working?

{{00:01:37}}
Yeah, I mean it's, it's a
huge question at the moment.

{{00:01:39}}
I think one of the critical
differences about welcoming that

{{00:01:43}}
generation into the workplace is,
the addition of hybrid working.

{{00:01:48}}
So if we're not in the office every
day one of the things that really

{{00:01:52}}
helped younger workers develop at
the start of their career was that

{{00:01:56}}
that coaching over desks, that
conversation and I think we're learning

{{00:02:01}}
now that with some time at home, we
need to be much clearer about how

{{00:02:05}}
we are going to impart knowledge
into team members, how we're gonna

{{00:02:09}}
try and coach and develop them.

{{00:02:10}}
So, there's just a re organization of
how the world of work is, is really

{{00:02:17}}
delivering for different audiences.

{{00:02:19}}
So, you know, most of Gen Z are old
enough to be working, and a lot of them

{{00:02:23}}
started their career over the pandemic
when things were far from normal.

{{00:02:27}}
So how difficult will it be for
them to get used to the traditional

{{00:02:30}}
workplace as things return to normal.

{{00:02:32}}
Yeah.

{{00:02:32}}
I think they can adapt very quickly
if there are clear rules laid out.

{{00:02:37}}
What we saw during the pandemic was
a lot of firms were improvising.

{{00:02:41}}
They were trying to work
things out as they go.

{{00:02:43}}
I think the most critical thing
now is that Gen Z are going to

{{00:02:46}}
have an expectation that they're
going to be developed and improved.

{{00:02:51}}
And so while we were in this
improvisational stage for two years

{{00:02:55}}
now being really clear how you're
gonna develop, how you're going to

{{00:02:59}}
nurture their talent is a really
critical consideration and a lot of

{{00:03:04}}
Gen Z employees, a lot of younger
employees were always the ones who

{{00:03:07}}
were most likely to move job and switch
around and that remains the case.

{{00:03:12}}
So I think Gen Z have got a high demand
to be to, to see some demonstration

{{00:03:18}}
that they're going to be developed.

{{00:03:20}}
If they aren't given that
reassurance, I think they are

{{00:03:22}}
likely to to vote with their feet.

{{00:03:24}}
So it remains a  really demanding
audience and an audience that we

{{00:03:29}}
need to deliver our best work to.

{{00:03:30}}
Yeah, that makes sense.

{{00:03:32}}
Channel Four's research in the
UK recently showed that buying

{{00:03:35}}
a property is still a life
goal for a majority of Gen Z.

{{00:03:39}}
Are these generations priorities
really different to those of the

{{00:03:42}}
previous generations, or is it
just a different path together?

{{00:03:45}}
Yeah, I think the reality is that the
expectations are the same, but the

{{00:03:50}}
hopes sometimes are slightly lower.

{{00:03:52}}
You know, what we've seen around
the world is property prices and now

{{00:03:56}}
represent a significant, significantly
higher portion of people's income.

{{00:04:01}}
And so people now are presented with,
to some extent an un unachievable goal.

{{00:04:06}}
How are they going to
raise this amount of money?

{{00:04:08}}
It doesn't mean that that group
has to be very focused by necessity

{{00:04:12}}
on earning whatever their.

{{00:04:14}}
And so, you know, maybe in the past, if
we maybe didn't regard it as important

{{00:04:20}}
to give a pay rise to that group.

{{00:04:21}}
I think this group more than
ever before now sees getting

{{00:04:25}}
a pay rise, earning what they
do what they're owned, owed.

{{00:04:29}}
It's a really important
imperative for them.

{{00:04:32}}
And topics such as diversity and
sustainability are increasingly

{{00:04:35}}
important for this young generation.

{{00:04:37}}
What are the risks to industries
with a bad reputation in this area?

{{00:04:41}}
How can they prove to Gen Z that
they're serious about positive change?

{{00:04:45}}
Yeah.

{{00:04:46}}
I think one of the most critical
things for this group is identity.

{{00:04:49}}
And they want to be identified with
an organization that they're proud of.

{{00:04:53}}
So they want to feel like they're a
part of a group that they feel proud

{{00:04:57}}
to be part of, and they want to tell
their friends that they work at an

{{00:05:00}}
organization that represents some
force for good in the world now of.

{{00:05:05}}
In business there's a lot
of companies that have got a

{{00:05:07}}
conflicted position there, or maybe
are on a journey to get there.

{{00:05:10}}
But I think being clear about how
we're trying to articulate our

{{00:05:14}}
company's position in the world is
a really important consideration.

{{00:05:18}}
And finally, what opportunities
do you think this digitally savvy

{{00:05:21}}
generation present to businesses?

{{00:05:23}}
Yeah, there are faster
moving than ever before.

{{00:05:25}}
If you've got a good offering, this
group are likely to take it up.

{{00:05:28}}
I think, you know, we, we've
got a situation where this.

{{00:05:33}}
They are keen to explore.

{{00:05:34}}
They're keen to research,
they're keen to find things out,

{{00:05:37}}
but they're also keen to share
their opinions of organizations.

{{00:05:40}}
And so it represents huge opportunity.

{{00:05:44}}
If you've got a great product
or you're moving towards

{{00:05:46}}
making your product better.

{{00:05:47}}
It's a huge opportunity for this group.

I think one of the most critical
things for this group is identity,

and they want to be identified with
an organization that they're proud of.

So they want to feel like they're
a part of a group that they feel

proud to be part of, and they want
to tell their friends that they work

at an organization that represents
some force for good in the world.

Hi, I'm Jordan Thorn, and we're
here in the Streamly studio, and

He's an author and the
former VP of Twitter.

Bruce, thank you so much
for joining us today.

Today we're talking about
you know, managing the TikTok

What do you think are some of the
main differences between the way

that the TikTok generation approaches
work and the way millennials, gen

Yeah, to a large extent, I think the,
the way that we were prepared and

introduced to work, We were just told
this is the way that work is, we need

And I think to a large extent that the
younger generation, that Gen Z TikTok

generation have got higher expectations
that we will adapt the, the way we

welcome them into work and, and we'll
create some more intentional plans.

So I think there's a higher
expectation from that audience.

. And to a large extent, firms
need to think about how they

are making accommodations and
adaptations more than ever before.

And do you think that as younger
generations grow up, we will see their

work habits changing to become more
familiar, more sort of familiar to

Or will the workplace adapt
to new ways of working?

Yeah, I mean it's, it's a
huge question at the moment.

I think one of the critical
differences about welcoming that

generation into the workplace is,
the addition of hybrid working.

So if we're not in the office every
day one of the things that really

helped younger workers develop at
the start of their career was that

that coaching over desks, that
conversation and I think we're learning

now that with some time at home, we
need to be much clearer about how

we are going to impart knowledge
into team members, how we're gonna

So, there's just a re organization of
how the world of work is, is really

So, you know, most of Gen Z are old
enough to be working, and a lot of them

started their career over the pandemic
when things were far from normal.

So how difficult will it be for
them to get used to the traditional

I think they can adapt very quickly
if there are clear rules laid out.

What we saw during the pandemic was
a lot of firms were improvising.

They were trying to work
things out as they go.

I think the most critical thing
now is that Gen Z are going to

have an expectation that they're
going to be developed and improved.

And so while we were in this
improvisational stage for two years

now being really clear how you're
gonna develop, how you're going to

nurture their talent is a really
critical consideration and a lot of

Gen Z employees, a lot of younger
employees were always the ones who

were most likely to move job and switch
around and that remains the case.

So I think Gen Z have got a high demand
to be to, to see some demonstration

If they aren't given that
reassurance, I think they are

So it remains a  really demanding
audience and an audience that we

Channel Four's research in the
UK recently showed that buying

a property is still a life
goal for a majority of Gen Z.

Are these generations priorities
really different to those of the

previous generations, or is it
just a different path together?

Yeah, I think the reality is that the
expectations are the same, but the

You know, what we've seen around
the world is property prices and now

represent a significant, significantly
higher portion of people's income.

And so people now are presented with,
to some extent an un unachievable goal.

How are they going to
raise this amount of money?

It doesn't mean that that group
has to be very focused by necessity

And so, you know, maybe in the past, if
we maybe didn't regard it as important

I think this group more than
ever before now sees getting

a pay rise, earning what they
do what they're owned, owed.

It's a really important
imperative for them.

And topics such as diversity and
sustainability are increasingly

What are the risks to industries
with a bad reputation in this area?

How can they prove to Gen Z that
they're serious about positive change?

I think one of the most critical
things for this group is identity.

And they want to be identified with
an organization that they're proud of.

So they want to feel like they're a
part of a group that they feel proud

to be part of, and they want to tell
their friends that they work at an

organization that represents some
force for good in the world now of.

In business there's a lot
of companies that have got a

conflicted position there, or maybe
are on a journey to get there.

But I think being clear about how
we're trying to articulate our

company's position in the world is
a really important consideration.

And finally, what opportunities
do you think this digitally savvy

Yeah, there are faster
moving than ever before.

If you've got a good offering, this
group are likely to take it up.

I think, you know, we, we've
got a situation where this.

They're keen to research,
they're keen to find things out,

but they're also keen to share
their opinions of organizations.

Defined by their creative, visually-driven, and highly engaging content on social media platforms, the TikTok generation is poised to bring a fresh perspective and new ways of working to the modern workplace. How do we make the most of what Gen Z can offer, and what can we offer them in return?
Bruce Daisley, Author and former Twitter VP, reveals the new technological skills that the emerging talent will bring to the workplace and offers insights on how to tackle accompanying challenges.