Reverse mentoring: With digital natives entering the workforce in increasing numbers, companies are pairing them with seasoned professionals so they can teach them the most efficient ways to use technology. Te established workers mentor the new hires in areas like company culture and workplace etiquette.
Social engineering: Te manipulation of human factors to gain unauthorized access to resources and assets. It’s the active weaponization of your human vulnerabilities, behaviors, and errors.
Social loafing: Refers to someone who piggybacks off the work of their coworkers to avoid having to do any work themselves, particularly in a group setting like a meeting.
Toxic positivity: A continuous effort to focus on positive things and feelings while ignoring negative ones completely. Intended to help people see the positive side of any situation – no matter how dire, but can often lead to a grating, forced positivity at work, where the employee feels pressured to maintain a consistently positive mindset and crush any other concerns.
WFA: Means work-from-anywhere and is an increasingly common workforce strategy where a company will allow its employees to work remotely from a location of their choice.
Workation: When someone embraces the work-from- anywhere trend — that arose as a result of people’s changed attitudes toward work-life balance — and heads to an exotic location for a vacation, from which they can still work remotely (therefore stay longer).
For more details on AI work-related terms, see WorkLife’s AI glossary. And explore their editorial package looking at how AI will influence the future of work. And to dive into how Gen Z professionals in particular are using generative AI to shape their jobs and careers, visit their latest special edition on that topic.
Bankrate.com reports on Gen Z
A money and mental health survey conducted by Bankrate sought to gain key financial insights on Gen Z—people 18 to 27 years old. Reporting for the company, Karen Bennett noted that 47 percent of survey respondents said that money had a negative impact on their mental health.
As members of Gen Z enter adulthood and work toward becoming financially independent, they often take on big money-related challenges and responsibilities such as paying for college, establishing a career, establishing a budget from scratch, and starting an emergency fund. Yet, the top financial stressor for those who said money concerns impacted their mental health was paying for everyday expenses. Tat was cited by 52 percent of survey respondents.
Gen Zers also have the increasing cost of higher education weight them down. More than 13 million GenZers have a student-loan debt balance according to the Education Data Initiative. Tat number represents nearly 44 percent of the Gen Z population.
Achieving financial independence from parents is a challenge for Gen Z. According to Bankrate’s survey, 28 percent say they live paycheck to paycheck. Bankrate’s financial- independence survey revealed that among adults aged 23 or older who say they receive or have received ongoing financial assistance from their parents, 49 percent have received help paying for housing and 48 percent have received help paying for expenses such as groceries and utilities.
Gen Z’s money mindset differs from that of previous generations. Tey grew up in a digital age, surrounded by technology that has shaped their lifestyle and approach to money. Many Gen Zers leverage technology to pursue their passions and even turn them into successful side hustles. According to Bankrate’s survey, 48 percent of Gen Z respondents say they have a side hustle, the highest of any generation.
Half of the Gen Zers who say money affects their mental health cite not having a stable income or job security as a factor. Nearly two-thirds (64 percent) of Gen Zers said they were likely to search for a new job in the next 12 months, according to Bankrate’s job-seeker survey.
Workplace Trends on the Ag Side
On December 23, 2024, Bonnie Johnson posted an article on workplace trends from the ag employer’s viewpoint on
www.thedailyscoop.com. She reported that
AgCareers.com, a job board and human resources service provider specific to the agriculture and food industry, recently analyzed the 2025 Agriculture and Food HR Review data to provide an outlook of what agricultural employers experienced in 2024 and what they expect in 2025.
AgCareers.com found that retention continues to be top of mind for employers, persistent even into the focus of recruitment strategies in the new year. Employers were also feeling pressure to get compensation right, along with concerns about rising wage rates. Most employers are experiencing recruitment difficulties, amplifying compensation and retention issues.
Agricultural employers need people, and keeping those they already have in place is a top priority. From flexibility to bonuses and appropriate salary increases, employers in the industry are increasingly aware of the competitive nature of keeping their top talent while enabling the ability to effectively recruit new talent when posed against competitors both inside and outside the industry.
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TPI Turf News March/April 2025
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