The HR Misfits

What does Gen Z really want from work and what are other generations getting wrong about them?In this episode of The HR Misfits Podcast, we sit down with Samantha Gunn, a Gen Z HR professional, for an honest conversation about work, leadership, communication and the expectations shaping today’s multigenerational workplace.Samantha shares how growing up with constant digital access, entering the workforce during the rise of hybrid work and navigating return-to-office expectations have influenced her generation’s perspective. We also explore why Gen Z places such a high value on authenticity, purpose and flexibility—and why their willingness to ask “why” may be one of their greatest strengths.This conversation goes beyond generational stereotypes to examine how leaders can build stronger relationships by remaining curious, dropping their biases and understanding the whole person—not just the employee.In this episode, we discuss:Gen Z’s perspective on work and communicationHybrid work and return-to-office expectationsWhy Gen Z questions traditional workplace normsPurpose, flexibility and authenticity at workThe grit and perseverance Gen Z doesn’t always get credit forHow different generations can learn from one anotherThe role of curiosity and listening in effective leadershipBuilding stronger cross-generational relationshipsThe biggest takeaway? Generational differences don’t have to divide the workplace. When we replace assumptions with authentic dialogue, those differences can become a source of innovation, connection and growth.Listen in—and consider what another generation might be able to teach you about the future of work.

Work-life balance? That's cute. Let's talk about work-life unbalance.In this episode of HR Misfits, Ami Graves, LaToya, and Marci get real about the myth of "balance" — and why prioritization, boundaries, and a well-placed "no" will save your sanity faster than any color-coded calendar ever will.They're talking guilt, self-inflicted stress, leadership's role in setting the tone (yes, if you're emailing at 11pm, your team notices), and why you don't owe anyone an explanation for protecting your time.If you've ever felt like you're failing at "having it all," this one's your permission slip to stop trying.In this episode: Why work-life balance is a myth (and what to chase instead) Saying no as a leadership superpower How leadership behavior shapes team culture Getting real about self-awareness and self-inflicted stress Why transparency and vulnerability build healthier workplaces Practical tips for actually protecting your time

Quiet quitting. Revenge quitting. Whatever you want to call it - people are checking out, and some of them are checking out loudly on their way to the door.In this episode, Marci, Ami, and LaToya get into why "just be a better manager" isn't cutting it anymore, what generational shifts are actually doing to workplace culture (spoiler: it's not what LinkedIn thought-leaders think it is), and the signs of disengagement most leaders don't catch until someone's already gone.No fluffy retention tips. Just real talk on what's actually driving people out - and what it'll take to get them to stay.

Your best employee just quit. Not because they were failing, because they were succeeding, and their reward was more work, a bigger title, and zero support. Sound familiar?LaToya, Ami, and Marci break down why companies keep burning out the exact people they can't afford to lose: the real difference between high performers and high potentials (hint: they're not the same person, stop treating them like they are), why Gartner says only 15% of your talent is truly "top" and why that's fine, the quiet power of steady performers, and the rise of revenge quitting.Because promoting without support isn't development. It's a countdown clock.

Culture doesn't start with HR. It starts with whoever's at the top.And when leadership is the problem, no amount of HR programming, culture initiatives, or team offsites is going to fix it.This week we're talking about Ryan Breslow, Bolt, and the very uncomfortable conversation about leadership accountability that most people in HR are having behind closed doors. We just chose to have it on a podcast.