I’m back like I never left. It’s been a while since I shared my unprompted thoughts. A lot has changed since we last spoke, but here’s what’s on my mind.
I returned from a lesson and joked with my partner that I know how to make boomers laugh—just talk about how lazy young people are. We both chuckled, but that thought stayed with me.
Throughout my career, I’ve been fascinated by workplace dynamics. From being part of a new analyst cohort where success depends on winning favor with the right people, to attending your first social event where you feel out of place because you have little in common with others. For instance, coming from a working-class background, I didn’t ski, and my only travel experiences were school trips or competitions.
These differences make the workforce fascinating once you understand the unwritten rules. The most intriguing dynamic is cultural—the varying philosophies, attitudes, and work expectations that each new generation brings to the workplace.
When I started, the expectations were clear: arrive before your manager, fetch coffee for the team, eat at your desk, and leave after your manager (or at an “acceptable” time), five days a week. In fact, I was anxious when first allowed to work remotely as an analyst. I wasn’t alone—my entire analyst cohort followed the same routine, finding camaraderie in our shared experience. This behavior was expected, neither celebrated nor actively encouraged. I willingly worked outside office hours, feeling more clear-headed then. When senior members reached out, I’d respond—isn’t that why they gave us work phones? Even after transitioning to Slack, I remained responsive. At one company, I learned the CEO’s work pattern and knew 10 PM to 2 AM was the best time to reach him. I admired his dedication and wanted to emulate it. Seeing his beautiful Blackfriars apartment listed as the company’s first address, I believed following his work ethic was the path to similar success—a fair trade-off, especially since I wasn’t sacrificing much. My dedication didn’t go unnoticed; he praised my work ethic to other leaders, which, combined with my competence, led to opportunities within the organization.
I assumed this tacit agreement was the standard operating procedure. However, this traditional mindset is fading. Having spent nearly a decade in management positions, both professionally and personally, I’ve witnessed the growing divide between traditional and modern work approaches.
Let me explain this “modern way.” At its core, it’s the belief that life shouldn’t revolve around work—there’s more to existence than our jobs. This differs from the “antiwork” or “quiet quitting” movements that older generations fixate on due to media coverage.
This isn’t a criticism of different working styles—I respect and embrace diversity. However, understanding this generational and cultural shift is crucial. While I’m neither a sociologist nor economist and can’t fully explain why, I believe we’re experiencing the lasting effects of remote work culture. Some people have discovered the joy of fitting work around their lives rather than the reverse, while others have only known this new paradigm. It’s like how my partner never watched “The Suite Life of Zack and Cody” or “Zoey 101″—I playfully teased her but took the opportunity to share those memories and experiences. While these shows may not age well, cultural gaps can be bridged through open discussion. As we age, we should share wisdom with newer generations, but this only works from a place of understanding—otherwise, it comes across as ignorance and breeds defensiveness.
I admire workplaces that are transparent about their culture, whether traditional or modern. This clarity acts as a natural filter, allowing both parties to enter relationships with clear expectations. Surprisingly, this transparency often lacks, leading to mutual frustration. For example, I know a friend of a friend, a senior finance professional retiring after 30 years because she “can’t work with young people.” She considers them lazy and lacking work ethic. Perhaps she’s right—but if not, what’s the real issue? I see it as a misalignment between expectations and workplace culture. She’s bound by traditional practices while younger employees challenge the status quo—a classic case of misalignment.
The key message is simple: regardless of your position, workplace culture and personal philosophies are evolving. In response, you have three choices: do nothing, complain, or adapt.
Bedroom 2 Boardroom 🚀 