HI Reader,

I was consulting with a tech startup last month when the CEO said something that stopped me in my tracks:

"We offered our top Gen Z performer a $10,000 raise to stay. She turned it down and took a job that paid $5,000 less."

His conclusion? "Gen Z doesn't understand money."

My conclusion? He doesn't understand Gen Z.

The Perk That's Worth More Than Money

What did that other company offer that was worth a $15,000 swing?

Career development conversations. Real ones.

Not annual reviews. Not generic "professional development." But regular, strategic conversations about where she wanted to go and how to get there.

Cost to the company? Zero dollars. Value to the employee? Priceless.

The Research Backs This Up

​LinkedIn's latest Workplace Learning Report found that 76% of Gen Z employees would choose a role with strong learning opportunities over one with higher pay.

But here's the twist: Only 31% of managers are having regular career development conversations with their Gen Z employees.

We're literally withholding the thing they value most.

What Gen Z Really Wants

When I survey Gen Z employees about career development, here's what they tell me:

❌ "Generic training modules that everyone takes"

❌ "Someday you might get promoted conversations"

❌ "We'll see how you do this year discussions"

✅ "Here's how your current work connects to your five-year goals"

✅ "Let's identify three specific skills to develop this quarter"

✅ "I see you becoming X, and here's the path to get there"

The 15-Minute Career Development Framework

Want to become the manager Gen Z employees never want to leave? Try this monthly conversation:

Minutes 1-5: Future Focus "Tell me about where you want to be in 2-3 years. What would success look like?"

Minutes 6-10: Skill Mapping "Based on that goal, what are the top 3 skills you need to develop? Which one should we focus on first?"

Minutes 11-15: Action Planning "How can your current projects help you develop that skill? What specific support do you need from me?"

That's it. 15 minutes a month.

The Manager Who Gets It

One of my clients, a marketing director, started having these conversations with her Gen Z team six months ago. Results:

• Zero turnover (previously 40% annually)
• 23% increase in project completion rates
• Two voluntary promotions from within
• Became known as the "manager everyone wants to work for"

Her secret? She stopped managing people and started developing careers.

Your Action Step

This week, schedule a 15-minute career conversation with one Gen Z team member. Don't talk about current performance. Focus entirely on their future and how to get there.

The Bigger Picture

This isn't just about retention (though that's important). When Gen Z employees see a clear path forward, they bring their full energy and creativity to work. They become your most engaged performers and your biggest advocates.

Next Week's Deep Dive

I'm sharing the workplace trend that's quietly revolutionizing how Gen Z approaches their careers – and why managers who ignore it will be left behind.

Keep developing,

Dr. Colleen

P.S. I'm getting close to announcing something big for managers who are ready to master Gen Z leadership. If you're tired of the trial-and-error approach and want proven frameworks, stay tuned...