Big Ideas – Marla Gottschalk

Let’s Face It: Gen Y Has (Had) It Right

September 6, 2025September 6, 2025by Marla GottschalkLeave a Comment

Thought it was time to repost the 2009 post (I believe my first), which I shared as a guest contributor at another site.
Let me know what you think.

Sorry, if you beg to differ. I think Gen Y has got it right.

The qualities they seek in the workplace — such as feeling valued and finding meaning in their work — are really healthier for all of us. So, let’s stop debating common sense and admit that we’ve been tolerating workplace issues that should have changed decades ago (i.e., inadequate feedback models, yearly performance reviews).

To be perfectly honest, some of these stubborn problems might finally budge at least in part, because Generation Y has displayed the conviction and the guts to persevere and ask for more.

I understand that some organizations have experienced what I’d like to call, “generational shock”. I have heard the stories, younger employees appearing overly confident, posturing as if they are entitled to a meeting with the CEO. But, could it be possible that Generation Y is suffering more of a public relations problem, than an across the board ego issue?

More feedback they ask? Flexible hours? Supervisors as mentors? How dare they!

Let’s be sure that we aren’t labeling an entire generation as difficult and tedious, because we are a bit envious of their “nerve” to ask for an improved work life? To tell the absolute truth, when I read how Gen Y envisions their work lives, I find myself thinking, “I’d like that, too.” (On some level, shouldn’t we all?) If the world of work is entering some sort of an “existential crisis” — where central issues such as the meaning of work are being questioned — Gen Y probably isn’t going to rest until that crisis is resolved.

My bet is on them to continue to mature — and help us meet these workplace challenges.

Let’s remember that Gen Y didn’t reach this juncture on their own. There are a number of evolutionary workplace events (traumas, actually) that have come together. This may have begun with the “collective unconscious” of their parent’s work lives; imprinted worries of layoffs, a recession, pay cuts and organizations generally behaving badly. These have likely been carried with them to the world of work. When we layer in the burgeoning trend of transparency and add social platforms to the equation, things were bound to shift — and they certainly are.

Good.

I’m glad. Let’s see what happens.

What we’ll might see:

Engagement will continue to matter. Gen Y would rather be unemployed than hack away for a lifetime at a job they hate. Employees deserve to love what they do — as engagement looks much like the concept of “self actualization”, but applied to work settings. (It appears that Maslow was right all along.)
Improved performance feedback. Gen Y won’t settle for a yearly performance appraisal (neither should you). They prefer a more consistent flow of information, and this makes perfect sense. (The timing of feedback and its specificity are agreed upon beforehand.) No one should work in a vacuum.
Supervisors as mentors. Research has shown that job satisfaction is positively correlated with a great boss. That shouldn’t come as too much of a surprise, as supervisors should help their employees seek challenge and develop at work.
Continued transparency. From recruitment policies to organizational direction — Gen Y aspires to be part of an open and shared movement. None of us want to feel we are sequestered within a massive hierarchy.
More communication channels. Gen Y will continue to lead us through the technology arena, with a steady increase in workplace tech that will help us all connect and become more effective.

Personally, I am going to try to embrace and support the changes that Gen Y is seeking — wherever possible and within reason.

I need these work life attributes, just as much as Gen Y.

What do you think — does Gen Y have it right?

Marla Gottschalk, Ph.D. is an I/O Psychologist & blogger, who explores the dynamic nature of work life. A charter member of the LinkedIn Top Voice Program, she helps teams & organizations build stronger foundations. Her thoughts on work life have also appeared at the Harvard Business Review, Forbes, BBC Work Life, Quartz and The Huffington Post.

Big Ideas, Organizational Culture

No Matter Your Industry: Voices Still Matter (All of Them)

July 30, 2025July 30, 2025by Marla GottschalkLeave a Comment

It’s funny how we forget the fundamentals of our businesses. The originals. The G.O.A T.

We lose sight of them somehow. We become distracted. Our attention becomes infinitely divided among new formulas, strategies and theories. It seems that the original of a product (that customers love) becomes difficult to find — and ends up on the bottom shelf in the grocery store. A classic text seems all but forgotten and goes out of print, just as it is rediscovered by a younger generation. There are so many other choices to put in front of potential customers. To distract them. To capture them.

But something vital is being lost here: Voice.

But not just the voices of those that stay and choose another, less satisfying option. These choices might fill the void for them temporarily, yet obscure the messages that we are missing. Because, when we stop listening fully — loyalty erodes — and those who once happily engaged with our businesses — disengage and exit.

With them their voices also exit.

Yet, we can change. We can become smarter — without actually becoming smarter. Because we know how to stay focused and rebuild awareness. We know how to listen fully. We’ve simply lost our stamina.

A few things to consider:

Your valued outcomes. If sales/satisfaction metrics are headed in the wrong direction and you’ve thrown everything else at the issue — you may have lost the lede in your own story. Clients that fail to commit to us, likely have a reason. (And some will leave.) The reasons may be buried, but they are there. You just aren’t asking the right questions.
Net Promoter Scores are fooling you. Remember that you are no longer hearing the voices of clients & customers that have already jumped ship. Which means the formula for NPS will not be painting an accurate picture. Be mindful of lost voices on the lower end of the spectrum.
Your business becomes a lazy listener when things are good. Taking success for granted, will lead you to a disadvantageous position. When is the last time you talked to a set of your clients? Have you taken the pulse of their mood and current/changing needs? Take the time to do so. You’ll likely learn something that you did not expect to hear. Voices are like that. They often need to be awakened.
Your business is less agile and more stubborn. How we deliver our products and services works well — until it doesn’t. If we could read minds, we would, but we cannot. Agility cannot be accomplished without a steady stream of information from the external environment.

Start listening. Voices matter.

Even the voices that have moved on.

Share your thoughts in comments.

Marla Gottschalk, Ph.D. is an I/O Psychologist who explores core stability and the dynamic nature of work life. A charter member of the LinkedIn Influencer Program, she speaks to teams & organizations on how to build stronger foundations through the practice of core stability. Her thoughts on work life have also appeared at the Harvard Business Review, Forbes, BBC Work Life, Quartz and The Huffington Post.

Big Ideas, Uncategorized

6 Ways to Rediscover the Joy of Reading

July 17, 2023December 7, 2024by Marla Gottschalk3 Comments

Most of us would hesitate to admit that we are not reading (or not reading nearly enough). There is an unspoken pressure to do so — with so many messages that tell us that more books is, well, just more. I do a fair share of my reading on-line, in the form of articles. However, my interactions with books has fallen sharply over the last few years. Simply put, there are things that stand in the way.

Here are a few quick suggestions concerning the elements that may require our attention. Hopefully, one or two, may help.

Acknowledge that less, can be more. A slim book stack doesn’t signal an issue, unless you make it one. Digesting fewer books on productivity, for example — yet actually applying what you’ve learned — is preferable to tearing through multiple books simply for the sake of it. Speed reading, isn’t everyone’s speed. Remember that.
Set a reasonable goal to reconnect. Utilize the Pomodoro technique (25 minutes) or James Clear’s page target (20 pages a day). Limit the pressure.
Consider the subject. If your life or work could be characterized as heavy or stressful and you have the inclination toward engaging with more heavy topics as reading material, more power to you. However, I’ll wager that a change of “mental scenery” could make reading more approachable. While many would poo-poo a pure fiction series such as Bridgerton — or a even a light memoir — this might be what is necessary to move you back into the fold. (More fiction picks below. See our book list as well.) Sometimes Jane Eyre or the inner workings of our economy, just isn’t what you need.
A personal book nook. Where you read is an integral part of rediscovering a love for books. Find that location that is comfortable, quiet and somewhat free of interruptions.
A time for reading. Daily rituals matter. Designating a time for reading, will help you fall into the habit of opening a book. Remember to keep your latest read in a place where it won’t be overlooked. Hopefully, the cover alone will remind you of what you read last and help you to anticipate the next pages.
The eyes have it. Tired or stressed eyes, can deter you from engaging with a book for pleasure. If you require glasses to read close-up for any length of time, remember to be certain that your prescription is up to date. Because of the pandemic, many of us haven’t rounded back to have our eyes checked.

Do you have a tip for someone who has lost their way, reading-wise? Share it in comments.

More: Here is a complete guide to fictional best seller’s from Rachael at The Booklist Queen.

Marla Gottschalk is an I/O Psychologist & blogger who explores life as we know it. A charter member of the LinkedIn Influencer Program, her thoughts on work life have also appeared at the Harvard Business Review, Forbes, The Muse, BBC Work Life, Quartz and The Huffington Post.

Big Ideas

Write a Pitch (to Yourself) About That Next Big Move in Your Work Life

February 3, 2020March 2, 2020by Marla Gottschalk1 Comment

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We all have work life goals. Whether it is a change in where we work or how we work — the time we spend envisioning these elements is invaluable. Yet, like many great things that could be, these aspirations often remain stuck in our mind’s eye, quickly lost in the daily routine of our lives. These dreams may be modest (seeking a coach, investing in a course) or grand (pivoting toward an entirely new industry).

All may be a worthy step.

None will come to be — if we don’t offer them a chance.

During sessions with clients, these aspirations often surface. This may occur in the form of a passing comment about their current work life landscape. Yet, I always take note and encourage further exploration. So, I’m proposing that we go a little Mad Men to expand on your work life idea, in the form of a real-time pitch. We may not all work on Madison Avenue, but we can borrow their persuasive techniques to get the point across to our most doubting critic — us.

Consider these elements:

The Opening. Start with why you happened upon the idea to begin with. Was it burnout? A general feeling of boredom? A passion for something new? What led you to that idea? Use that information to write the pitch introduction.
The Objections. There are always potential weaknesses that could deter you from moving forward. (Time and money, for starters.) Know that taking the plunge to do something different, is always a more challenging road than something proven. What are your primary concerns? How might counter them?
The Research. Take a moment to leave emotions aside and consider the facts. Is there information available to bring more light to the topic? Take the time to dig in and gather all of the available resources. There is likely information to sway your opinion.
The Opportunity Costs. What’s left on the table if you stick with the status quo. If you do nothing — what might happen? Will you find yourself unprepared for an opportunity? Consider how the decision might affect the future.
The Lifestyle. What might you gain by moving forward? Clarify how your life might change for the better. How might a shift affect your psychological resources (hope, optimism, etc.) and/or passion for your career? Can you live without those possibilities?

Changing work life requires exploration and support.

Who will offer the needed feedback required to refine the idea and help you incorporate it into your work life? Seek them out.

Those who know your work best, should be the first that you consult.

Have I forgotten an important element? Share it in comments.

Dr. Marla Gottschalk is an Industrial/Organizational Psychologist. She is a charter member of the LinkedIn Influencer Program. Her thoughts on work life have appeared in various outlets including the Harvard Business Review, Talent Zoo, Forbes, Quartz and The Huffington Post.