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A Generational Gap Fuels Workforce Attrition
We’re in the age of “the great workforce attrition,” Forbes concludes.
A generational gap persists in various workplaces, particularly those in the retail and hospitality sectors, causing low retention rates, poor job satisfaction, and weak employee branding.
Many of today’s leaders employ an outdated leadership style inherited from their predecessors. In the olden days, having a job was a privilege that you were expected to go above and beyond to keep. Even thinking about bringing personal matters to work could get you in trouble.
Gen Z, however, brings their whole selves to work. Unlike previous generations, they view work as an extension of their identity and want jobs that offer personal and professional fulfillment.
For now, what you need to know about Gen Z includes:
- They subscribe to the rule of reciprocity
- They require growth and guidance to stay motivated and engaged
- They need frequent feedback and meaningful recognition to feel seen and heard
As Gen Z is expected to represent 30% of the global workforce by 2030, and the average employee turnover cost ranges from 40% to 70% of an employee’s annual salary, failing to adapt to the changing times could be a costly affair for your bottom line.
It’s 2025. Time to update your playbook.
Leadership Lessons from Poul Cullura’s Playbook
“When I can sleep well at night and go on holidays, well-knowing that a 19-year-old runs our store, which generates 75 million kroner in revenue a year, without any trouble… Isn’t that something?”
Poul Cullura, Award-winning Store Owner, Retail Leader, and Gen Z Guru
Poul Cullura is an acclaimed keynote speaker, store owner, and mentor with more than 35 years of experience as a retail leader. His innovative approach to team management most recently earned him the prestigious Danish Retail Award 2024.
“I was once a terrible boss,” Poul begins when asked about his leadership journey, “influenced by the 80s leadership standards: I’m in charge, I’m always right, and I know best.” Like rowing up a creek without a paddle, this leadership style proved ineffective.
“My employees didn’t like me,” Poul states. With good reason; he didn’t even like himself. He’d turned sour and bitter. And that spilled into other areas of his life.
“15 years ago, I was fired and divorced. Suddenly, I sat at the job center experiencing an intense identity crisis.”
Poul Cullura, Award-winning Store Owner, Retail Leader, and Gen Z Guru
Adversity transformed Poul for the better. His transformation, however, didn’t happen overnight. It took time and required consistent, active effort seasoned with boldness, vulnerability, and curiosity. Now, inspired by professional expertise and personal experience, his rule of thumb is that leaders who admit their fallibility are more likely to build trust and credibility.
Poul’s philosophy relies on a flat, fair, and far more effective way of working than traditions ascribe. He considers employees co-leaders. When he clocks in, he doesn’t hide in an office; he walks the shop floor, stocks the shelves, and gets cozy in the cash register.
His store, 1 of 116, operates under the umbrella of a big concern. Most stores hereunder are budgeted to be profitable in year 7. Most aren’t so before year 10. Poul, however, provided profits in year 2. And that, largely, comes down to having a motivated Gen Z workforce.
The store clientele includes professional football players, prime ministers, and princesses. And there’s a reason for that. Upon entrance, guests—not customers, as Poul refrains from calling them—are greeted warmly by a new generation of frontline workers, smiling ear-to-ear.
“Most trainees leave the retail industry upon finishing their traineeship. That’s why I’m so proud that 16 of my 18 former trainees have continued to work in the concern, and that 6 of those have been part of my store for the past 5-7 years.”
Poul Cullura, Award-winning Store Owner, Retail Leader, and Gen Z Guru
Perhaps it’s his background in groceries and gastronomy, but Poul has cooked up a culture with abundant motivation and engagement. “Sure, Gen Z workers are picky, entitled, and demanding,” he acknowledges, “but they’re also loyal, trustworthy, and ambitious; and you can surface those qualities by paying attention to their dreams and ambitions, showing genuine interest in their well-being, and asking how you can help them progress in life.”
Helping Gen Z realize their ambitions and progress in life doesn’t have to be complex.
Start simple, as Poul advocates, with learning, development, and recognition.
Learning, Development, and Recognition
Can Positively Impact Your Business
When young workers are recognized at work, which 75% of them desire to be bi-weekly, they’re 2x as likely to stay in their jobs. Additionally, 74% of young workers consider leaving their jobs because they lack opportunities for building skills.
The numbers above highlight that companies prioritizing learning, development, and recognition tend to see higher retention rates, increased job satisfaction, and stronger employee branding.
Poul seconds: “We’re never short on staff. We receive a lot of applications from young people. It’s amazing. Our young workforce speaks highly of the workplace to their friends, spreading our positive reputation like ripples in the water. Gen Z wants to be a part of that because we prioritize a sense of belonging alongside opportunities to learn and grow, professionally and personally.”
Gen Z workers are digital natives who favor flexible schedules. Known for their short attention spans, accessible, bite-sized microlearning opportunities enable Gen Z to advance their professional ambitions alongside their personal interests, allowing them to progress at their own pace by swiping and tapping when it fits their schedule.
In conclusion, you must consider learning, development, and recognition as strategic growth levers for driving organizational growth. A need-to-have rather than a nice-to-have.
Still, learning, development, and recognition are “just” parts of a bigger puzzle: attracting, retaining, and motivating Gen Z workers.
Piece the Puzzle Together in Our Upcoming Webinar
Want to peek further into Poul’s playbook to discover how you can guide the new generation?
As your luck would have it, we’re soon hosting a 45-minute webinar with Poul. “Guiding a New Generation: An Innovative Approach to Attracting, Retaining, and Motivating Gen Z Workers” kicks off on June 4th, 2025, at 10:00. The webinar includes a 15-minute Q&A during which you can pitch Poul your problems.
Your next breakthrough might be only a webinar away.
Take the next step. Register below.
