Every 2-3 months, I head to my safe haven, my beautician’s chair. It’s more than a hair appointment. It’s healing, real talk, and sometimes therapy. This time, it sparked something unexpected: a conversation about burnout, beauty shop growth, and… generational workforce strategy?
Let me explain.
During my recent visit, while debating whether to bleach my locs again (spoiler alert: I didn’t), the conversation with my beautician shifted. She opened up, honestly and vulnerably, about the challenge of running a thriving business with a stretched, exhausted team of just three. The demand from loyal clients was growing, but the supply, skilled, energized staff, was not.
That moment, in the mirror, transformed into a micro-leadership session. I realized how understanding generational values and motivations could become a key part of her strategic plan for growth.
I’m a passionate believer that “real life” is where the best leadership lessons live. The beauty shop? A perfect example of a multigenerational workplace full of insights.
💡Field Note #1: The seeds of better workplaces are planted in honest conversations.
Gen X and Gen Z’s motivations matter to any business trying to grow.
So there I was, sitting in a beauty shop chair—part client, part coach—offering a bit of insight to a physically exhausted but brilliant business owner who was struggling to expand her workforce. The key issue? Not just burnout, but a lack of understanding about how to motivate a multigenerational team.
Together, we explored the makeup of her team: Gen X and Gen Z. Here’s the breakdown I gave her:
🧠 Gen X (Born 1965–1981):
- Work to live
- Value flexibility, autonomy, and work-life balance
- Motivated by perks, prestige, and clear communication
- Want direct, fair, and competent leadership
💡Motivation Tip: Give employees independence, respect their time, and offer leadership that’s transparent and consistent.
💥 Gen Z (Born 1995–2010):
- Work to develop
- Value growth, impact, inclusion, and personal well-being
- Motivated by purpose, challenges, flexibility, and being part of something that matters
💡Motivation Tip: Invest in their development, connect the work to a bigger purpose, and create supportive team dynamics.
Most leaders don’t slow down to learn this stuff. But here’s what I told her:
📣 If you don’t understand the “why” behind what drives your team, you’ll struggle to lead them into growth.
🧠 Field Note #2: Employee satisfaction isn’t just about perks, it’s about understanding what makes each generation feel seen and supported.
👉 Tune in for more for the final post of this series: How to use these generational insights for recruiting, retaining, and reigniting your workforce.