# Tip 5: Measure the ROI with Bruce Daisley - **Episode:** [100](https://agents.truthliesandwork.com/episodes/100.md) (2024-05-23) - **Type:** other - **Tags:** roi, productivity, measurement - **Time:** 24:00–28:07 (start 1440s) - **Listen:** [https://truthliesandwork.com/100?t=1440](https://truthliesandwork.com/100?t=1440) --- [24:00] Al Elliott: Do your job and just be grateful for it. And actually, it's quite good that— I think it's great that Gen Z are not grateful for their jobs because there's a lot of soul-searching that hasn't been done in workplaces that really should be. So actually, it's keeping us on our toes and saying, how can we improve? You know, when you've got younger people going into what are called greedy jobs, you know, the law, consulting, investment banking, you know, these are jobs that take up your whole life. You don't have work-life balance. So they— I think they're going in with their eyes open, but I think surely it benefits all of us. You know, that group of young Goldman Sachs trainees did a presentation a couple of years ago saying, look, we've had enough, we're doing these 70, 80-hour weeks, and they actually presented to senior staff about why that needed to stop. Now, I don't know what happened in that instance, but that's an example of how maybe everyone could benefit [24:53] Leanne Elliott: Yeah [24:54] Al Elliott: from working a little bit less. I think, I'm sure everything's going to come to a kind of equilibrium in the middle. So when massive change happens, you know, we all go over here, and then, or some people go over here, but actually I think it tends more towards the middle. So I hope that what Gen Z will bring is a recalibration of workplaces that benefits everyone. But I suppose the bottom line is if they don't like it, they'll leave. leave. I think all the stats show that Gen Z are much less loyal than even young millennials. They will job hop. They don't care. They will find another job. So if they don't like what you're offering, they'll go. And actually, that's quite refreshing because it means— I mean, it's annoying for managers, but it means that the people who stay are bought into the corporate culture. And you can bring them on board, talk to them, learn from them. they can learn from you. So I think there's a kind of post-pandemic leveling out going on at the moment. I think it'll settle down. Empathy is so, so important in today's workplaces. We've all got a lot more in common than we might think. There's a lot, you know, the whole of the quiet quitting, lazy girl jobs, all of those trends started on TikTok, and that's not a surprise. I think when we were young, when all of us were young, we probably had shit jobs and shit managers. The difference now is that people can go on TikTok and vent about it. And why not, you know? [26:21] Leanne Elliott: And some of them are really funny [26:22] Al Elliott: I find it really funny. And I think what I like about TikTok is that it brings a kind of humor that I think has been lacking. I mean, much as I love LinkedIn, it can be quite a humorless place. TikTok is, you know, work is part of our lives. And I guess this is part of what I was trying to do in the book [26:40] Leanne Elliott: Yeah [26:40] Al Elliott: You know, work is so, so baked into our lives, and yet sometimes it's over here at a distance. You know, we don't count it as our real life. And TikTok is, I think, integrating real life into our sense of humor, into who we are as people. And even if we're Gen X, as I am too, we can look at that and think, yes, that's absolutely, that's really funny. You know [27:02] Leanne Elliott: Be more Gen Z. I might put that on a t-shirt or something [27:06] Al Elliott: You are so cheesy [27:07] Leanne Elliott: So we have seen how entrepreneurs can shape trends, we've seen how trends can become fads if they're not evidence-led, and we've seen how Gen Z and social media are quite simply the trendsetters. I'm all for using social media or other platforms such as podcasts to raise awareness on key issues that are related to, to work life, but the quality and the narrative does depend on quality of the speaker, or I guess in this case, influencers. A lot of our inspiration for starting the show did come from correcting some of the narratives that we were reading. Quiet quitting was one that, that really got to me. The Great Resignation. And the reason they bugged me is because they blame the individual, often without leaders or organizations taking any kind of responsibility for their part. And when blame enters a conversation or infiltrates a fad, it becomes toxic. The work of our final expert has shed light on one of the most prolific and toxic fads out there: resilience