ABOUT THIS EPISODE
Gen Z is bringing big ideas to the workplace. They’ve grown up with the gig economy, they want flexibility, a transparent culture, and a healthy environment. They’re the most racially and ethnically diverse generation yet, and they want to be part of something with purpose. Carolyn Cirillo from Knoll talks about the power of Gen Z and how they can bring positive change to the workplace.
Jo Meunier [00:00:17] Welcome to the Future of Work podcast with Allwork.Space. I’m Jo Meunier. And today I’m looking forward to speaking with Carolyn Cirillo, workplace research manager who is here to talk to us today about the next generation of workers, which is Generation Said or Generation Z, my American friends and colleagues. First, a little bit about Carolyn. She’s a familiar name here, Allwork.Space. She’s a contributing writer, focusing mainly on workplace design, the future of work technology and flexible workplace trends. Among other topics at NUL, Carolyn studies the design and interiors marketplace and conducts research to inform the planning of environments that drive creativity, innovation and value. And prior to that, prior to joining know, she worked as an independent research strategist and content creator for brands in the built environment. And there’s plenty more we could say here about you.
Jo Meunier [00:01:12] Really impressive bio. Let’s jump in. So welcome to the podcast.
Carolyn Cirillo [00:01:20] Thank you for having me. I’m excited to share our findings and some things we’ve been studying.
Jo Meunier [00:01:25] Fantastic. Well, on that and reading your bio, you’re all about the research and some of the studies you’ve done touch on the changing nature of work, digital transformation technologies, and, of course, the future of work by a big part of that is the people. You’ve led a couple of major studies recently on Generation Z, which is facing Generation Z, your new and future colleagues second study, which you’re about to release. Welcome to the workplace. So could you give us an overview of this demographic, the key characteristics and what they expect from the workplace?
Carolyn Cirillo [00:02:01] Yeah, I think. Thanks, Jo. Sure. So for a couple of decades now, the workplace has been focused on millennials. Everybody wants like, what do we need to do to attract millennials? But the millennials are turning 40. They have kids. They’re often moving to the suburbs. They’re certainly still in the workforce. But really, the newest generation coming in is generally called Z. But you write that in the U.K. and those we’re classifying as born from about 1995 to 2010. So that would be kids who are mostly in middle school, high school, college, and then they’re just entering the workplace. So the oldest ones are around twenty five ish or so. So they’re just in the workplace. We don’t have a whole lot of research on them, but we’re starting to watch them. And in some ways they’re similar. In some ways they’re similar to all of us or any young person starting out. And they do have some similarities with millennials, but they’re also very different in many ways. I would say one would be their financial outlook. I mean, the millennials accrued more student debt than I think any generation in in history.
Carolyn Cirillo [00:03:04] GenZ is going into. They’re much savvier financially for whatever reason. They came of age in the 2008 financial crisis. Maybe their parents lost their job. Their parents tend to be like two generations above. That would be like Gen X generally. So they’re much more cautious about how they go about getting a job. They want to get a job. They want to get good health care benefits and all those things. But they’re also very entrepreneurial. And one of the most important things about them that differentiates that. They are the most diverse generation in history. They are less almost half identified as nonwhite. They’re very open about their gender identification. They and they’re very tolerant of all these things that they’re just used to being in a very diverse crowd. And that includes neurodiversity, too, and learning abilities. It’s not just what color they are, what religion they are, but some of these kids grew up with here in the US. We call them IEP, the individual education program. Maybe they have some kind of learning disability. And sometimes those people are like their own super power. Those could be people on the spectrum. And they might have issues with socialization or some difficulties with that. But that doesn’t mean that they’re not a total crackerjack programmer or something else like that. And then this whole remote work experiment that we’ve had with the pandemic has been good for a lot of people who have some of those characteristics.
Jo Meunier [00:04:36] OK, and what you were talking about, the diversity just now, and this is so important and obviously from my perspective, I think this could bring some really positive change to the future of work.
Carolyn Cirillo [00:04:47] Yeah, yeah. They just have that expectation because they’re so they’re their classmates are different colors. They’re just really diverse. They and they’re just more tolerant of that. And they just expect that in the workplace. And they expect their workplace to look like they’re their schools and their neighborhood and not all white. And they and they just think that makes for a better a better environment and more points of view. They really see the pluses of that.
Jo Meunier [00:05:21] And in terms of the workplace and what they expect from the workplace, technology is a huge part of what they’ve grown up with. I mean, they’ve never known life without Wi-Fi. All right. So, what do they expect from the workplace in terms of the tech and the tools that they’ll be using?
Carolyn Cirillo [00:05:35] Well, they do. They’re very into the latest and greatest. They’re very adept at these things. They mean, we all look up things on Google, but they just it’s just like the only way that they think to look at things. And they’re also a little less used to some things that were more comfortable with like email is just they’re just more texting. So, a lot of times from the employer’s point of view, you might have to go through some sort of etiquette kind of training. But they also bring so many skills in technology and in social media. They know how to change minds. They know how to reach a lot of people very quickly with social media. And one of the things that they really bring to the workplace is what we call reverse mentoring. So, it’s not uncommon in a lot of the larger companies to have these programs where they appear, a senior person with a younger person. And so the younger person in which they like, I mean, they’re very connected by technology, but they love the human connection to they really straddle both worlds, digital and physical, just like the workplaces now. But also some of these companies are rolling out these reverse mentoring programs. And so the young people are sharing not just their technology savvy, but their point of view about things like Black Lives Matter or gender identity and things like that and or just like what social media cues are. So, they’re happy to share that with their elders in the workplace. And I think it’s really a two-way street if they can both benefit.
Jo Meunier [00:07:08] And going back to what you said a moment ago about this generation being very keen to always Google and always be on social media and always reach for a gadget to get them, that there is a downside to that, isn’t there, where they perhaps don’t visit the library as often as they should or by generalizing here, right?
Carolyn Cirillo [00:07:25] Well, no. They want again, they like to connect in person, but they also need these, like, retreat areas in the workspace, like everybody does.
Carolyn Cirillo [00:07:34] And we’re seeing this happen as the workplace is changing. And so they like their quiet areas. And we’re suggesting to some companies that they think about these totally unplugged rooms so that people can go in there maybe to get away from technology. Maybe it’s just a debrief if they had an intense meeting or something like that. So that’s something that’s very something that they should really consider adding to the workplace. We just did a panel. We had some kids who were still in college and some were early in the workplace.
Carolyn Cirillo [00:08:02] And they were saying like, oh, yeah, well, we’ve grown up doing our homework on our bed with our laptop laying down. So, we act that way in the workplace.
Carolyn Cirillo [00:08:09] They like having sofas to stretch out on. And this one young woman, she was talking about how it was only the very youngest people at her company who were using these rooms that were designed for things like that, like the older people, they were built, and nobody used them, and she went in there. I would n’t know if they had beanbag chairs, but they had just really loungy kind of furniture. And she was totally at home with that. And then once she and some of her peers started using that, then the older people started using those spaces because everybody needs to have a little variety in their Allwork.Space we don’t all sit at a desk all day long anymore.
Jo Meunier [00:08:42] So that they’re really going to be influencing the future of design in the workplace.
Carolyn Cirillo [00:08:46] Exactly, exactly.
Jo Meunier [00:08:49] And in terms of flexibility, because that’s such a huge part of how important is that to generations and compared to more traditional perks such as salary and job titles,
Carolyn Cirillo [00:09:02] They’re interested in all of those. I mean, there again, because of their financial conservativeness, their salary is really one of the top criteria for them. And they want the salary and they want the benefits, but they do also want the flexibility and they like the idea of working from home some of the time. They like being able to have a little flexible schedule. Even before the pandemic, a lot of colleges were having hybrid learning, so they were already probably doing their lecture classes on video whenever they felt like doing at midnight or 6:00 a.m. or 2:00 a.m. or whatever, and then live for their seminar. So they’re comfortable with that mix. But they also want to be able to come into the office sometime. In fact, they’re they and the youngest millennials are having the hardest time with remote work because they just need that in-person connection. They need that onboarding. So there needs to really be some sort of a mix for them, the flexibility. But they just exemplify this gig economy and they don’t really visualize themselves working for one company any time soon. They just have a job every couple of years. And that to them is the norm. And they probably have a side hustle also. And they might have had one in high school. I mean, these kids are making money and they’re just not afraid to try new things.
Jo Meunier [00:10:16] She brings me to some points from your research. So, I just thought it was absolutely incredible. They’re very mobile, suggesting that they’re predicted to work eighteen jobs, have six careers and live in fifteen homes in their lifetime. And they may also switch jobs about every two and a half years and switch careers every seven and a half years, which is just amazing. So, one of the things that struck me is that employers are going to have a really tough time hanging onto that talent. So, what do you think employers should do to attract and retain Genset talent?
Carolyn Cirillo [00:10:49] Well, I mean, the work for the physical workplace is one. And again, I only learned this the other day when we did our panel is we know that most people look on Glassdoor and the equivalent when they’re looking for research on the company that they’re interviewing with. But GenZ, they’ll go further, and they’ll go to Google Images or Google Maps and they’ll go and they’ll look for the images of where they’re going to work. And they want to see, oh, is this a place I’m going to be comfortable at? And they have such a focus on the environment and sustainability, that’s probably something else that differentiates them. I think climate change is really their cause, even though there’s a lot of people mobilized to address that. But they want to work for a company that walks the walk. And then we had somebody speaking to us and they work for a solar company. And they said, well, yeah, I was kind of cool that they used the solar extra panels and they made those into desks. But then they also took helicopters for other meetings. And they used all this like really wasteful transportation. And to them, that wasn’t really walking the walk. So just the being really authentic is important to them.
Carolyn Cirillo [00:11:55] There’s a lot of programs that employers can do when we talk about this in the second paper that’s coming out about letting them experience your workplace. So not just as when they’re in college, but like you can have a different kind of programs and open houses in high school. They’re super entrepreneurial, but that doesn’t mean that they all want to start their own companies. Sometimes they just need a project or something in-house. We’re calling that intrapreneurship and there’s companies, there’s ad agencies who run their own kind of shark tank competitions. I mean, that really resonates with them because they like the idea of having these resources but really trying different things. And they also want to make a difference. They would look at a company that has a volunteer program or something like that, the Google moonshot, where they devote X time per month or per week to do their own projects. So they really want there’s a lot of things that the company can do, both in the physical workplace and in their programs and policies.
Jo Meunier [00:12:52] And with this entrepreneurial streak, from the business perspective, do you think that having all these new people coming into the workforce and who’ve got that he’s got that seed, that kind of startup seed, and they can perhaps wait the workforce in the favor of contractors and flexible workers rather than the traditional permanent employees? Do you think we might see more of that in the future?
Carolyn Cirillo [00:13:16] I mean, I’ve seen numbers on both sides of that, that we’re going to the gig economy and there’s very few people who can have full time jobs. And then I’ve also heard contradicting evidence. And again, they really want some stability. So, I don’t necessarily see that. I think that they will probably emerge, especially when they’re early on, maybe when they’re a little bit older. They might want to jump around a little bit more. But I think that they have a lot to learn still. So, I think they would commit themselves to a company initially and then maybe be a little more mobile after that. But I think they do accept that they are totally aware of the other options to do things by the gig and whether it’s a side gig or their own, they know that that’s an option. But I don’t know if that I don’t know if that will switch. I don’t I don’t really know if that will switch the whole workplace.
Jo Meunier [00:14:10] I guess we’ll find out.
Carolyn Cirillo [00:14:11] Yeah, I guess they’ll give it another 10 years or so.
Jo Meunier [00:14:13] Yeah.
Jo Meunier [00:14:15] And one thing you mentioned earlier was the environment and that this generation has got quite major concerns for the environment. How does that tie in with the built environment as they age into the workforce? Do you think they’re going to be making some having some quite big influence on how we build properties?
Carolyn Cirillo [00:14:33] I think they’re aware of these things, you know, and it’s pretty easy to find out information on that. And I think that that makes them more like you look at the coworking spaces and some of the companies are adaptive reuse. I mean, that’s something that would really resonate with them because it’s taking, they know I mean, if they are, they have any awareness that they know that building a new building is one of the biggest contributors to waste and so on. So, they I just think you want to you can signal that in your workplace you can use like reuse. Sometimes, like some of these are struggling like they’ve taken like saving a warehouse, it was converted and maybe they took one of the mill wheels and made that into a table or a display just to make. They love that they’re making the connection to what its original life was. They really like this idea of this kind of cradle to cradle and renewable things. So, I think they bring a strong influence there. And by that I mean, depending on how the job market goes and if it’s if it’s up to the employee and there is a lot of employee empowerment. Now, that Bill, if it’s a choice between two companies, they’re going to pick the one that’s a little more sustainable or that has a more sustainable profile. And again, it’s very easy to find out here. And no, all of our wood is fully certified and there’s a whole sustainability report. All this stuff is public access. So, they can when they get further down in the interviewing thing and they can say, oh, well, much rather work with them, you know, they don’t contribute to the bad guys in the water or something like that.
Jo Meunier [00:16:04] Yeah, OK. And moving on to design, one of the studies that you’ve done recently is the thriving workplace coming out very soon. Yeah, and obviously the pandemic has accelerated a lot of trends in the world of workplace design. And one of them is a shift to hybrid spaces and hybrid and more flexible ways of working. And some companies are now planning for bigger and more spacious spaces, but also that can foster collaboration ready for a time when we can get together safely again, of course.
Jo Meunier [00:16:40] So at Knoll can you tell us about some of the design trends you’re seeing at the moment?
Carolyn Cirillo [00:16:45] Yeah, I mean, that’s definitely one thing we did. We’ve been doing a series of roundtables for a year now since the end of last March. We started bringing our clients together so they could kind of share what was going on. We’ve done a series of K Talks at least once a month since then. We bring in different experts on all different topics. And then we did a survey of about 80 workplace leaders in December to find out what you are doing with your workplace. By and large, we found one big trend is most people are planning their office for collaboration there because we will work for a lot of people, and are working fine from home. And people, they don’t think they need to come into the office to do the heads down work. I mean, that’s not necessarily true for everybody and especially for younger people. Maybe they’re sharing, maybe they’re still living at home and they have siblings and dogs and parents around, or even if they have their own apartment, if they have roommates. So, they have to work out of their bedroom for a while. So they’re happy to come into the office and they want the socialization aspect.
Carolyn Cirillo [00:17:37] But the companies are designing for this collaboration, for the mentoring, for the onboarding, things that are really hard to duplicate virtually. And you can look at a couple of other industries for analogies like retail. You can order so much online. Why would you go into a store where you go for the experience? So, stores are creating that experience. And then similarly, in movie theaters, like, OK, we can stream whatever we want. Why would you go to the theater? Well, a few years ago they started putting in lounge that you can lay down on and cup holders and later service. They just made it a much more elegant experience. We’re going to see it in the workplace as well. Just a lot of hospitality driven spaces, big open spaces and a lot of different choices. I mean, the GenZ, they love being able to move around like all of us do. We know from a desk to a sofa to a collaboration area. They like all the amenities and the food. In fact, one of our clients said a lot of people there. We expect a lot of people to work two or three days at home, two or three days in the office. And Friday, whatever reason, their company is going to be kind of quiet. So, they were going to do free food Fridays to bring people in for that. And yeah, yeah, we all like I’m down for that. That was one thing that kind of has gone away in the pandemic. So, I think we’re all excited to have that. And then another big trend we saw is because of managing the space and there’s still a little bit of unknown of who’s going to be in the office.
Carolyn Cirillo [00:19:04] So companies are looking for different technology of sensors and ways to track that into reserve. Just the debt, whether it’s an Allwork.Space and or the meeting space and monitoring those. And we think there’s going to be a lot more unassigned space, as our clients have said, especially the bigger companies they’re going to move to. Much fewer aside because they don’t expect the same people to be around all the time and then a lot of them are unassigned. So, you just go to a hoteling kind of area or something like that, and then you’ll have a locker or something. And then we were also seeing we’re predicting a lot of a neighborhood kind of approach. So maybe there is a drop-in neighborhood and then maybe there is the retreat, the kind of the sanctuary, the restoration, like the down time, there’s some for the heads down space. And then there’s a different meeting. Area’s so different. And then maybe you’re one department, maybe you don’t have a desk. But the marketing department is always in this one area or the finance department. Maybe the H.R. needs a few more enclosed meetings rooms. So they’ll have those in that area and just a lot of mobility that things on wheels and flexible things that we’ve been seeing for a while. But just like with a lot of more materiality to just make it cozier and homier and quieter, the acoustics are still a continuing issue. So, there’s more and more. Deckert we have a lot of felt products that can be used and being because there’s still going to be a lot of openness, but there’s going to be different. We have a part of Rockwell Creative Wall that you could kind of make like an open ceiling to keep the ventilation going so you can create a barrier of space but still at the airflow.
Carolyn Cirillo [00:20:40] So a lot of things like that’s a lot of flexibility.
Jo Meunier [00:20:44] And it has influenced a lot of these changes are these trends that have been bubbling away for a long time.
Carolyn Cirillo [00:20:52] A little bit of both.
Carolyn Cirillo [00:20:53] I would say we’ve kind of been given time. We had open offices for a while, and this is just sort of another adjustment. I mean, it’s just a little less dense. We were moving to the densification for a while. So now I think we’re going to try that. I mean, at first, you know, when they first happened, it’s all about the screens and the plastic and its dividers. And then I think there’s people who are still looking at that. I mean, we’ve had clients say, oh, God, this is taking us ten years to change our culture. And in ten months we’re going back to the high walls and all that, because for a lot of people, the openness and the collaboration really drove their innovation. They really liked that. So it’s people are just really we’re all learning as we go. And they found people could work at home. They found their programmers could work from home. The call centers are working from home pretty successfully, but there’s still other segments who want to be in the office. And a lot of companies really want to get their people back in. So, it’s accelerated a lot of trends that we had.
Jo Meunier [00:21:52] And for those that do stay remote and they’ll be a mix of people in the office and perhaps working remotely at any one time. So, I imagine the layout and the technology will have to adapt for both.
Carolyn Cirillo [00:22:02] Right, we’re looking at a lot of if we put together a whole meeting to address that, because it’s. Everything from there’s new kinds of cameras now, there’s these horizontal cameras, so you can get like a 180 view. There’s one for 360. So you can we’ve been testing that one because that’s not a great user experience, really. And it’s great when we all have our own square on Zoom. But once you have two or four or ten people in a meeting room and people remotely, it’s really hard to see them. So there’s cameras that do that. There are tables. We’re doing some tables that are sort of a V shape. So you can see we’re not out of scale when you’re looking at the camera that way. But we’ve seen this whole move toward more, more focus on the human experience, more on the person and more equity, because we’ve all been equitable when we all have our little square. And then it used to be uneven. It used to be the person who was calling in was like, you couldn’t hear them as well. There were side conversations going on. So now there’s this expectation for equity in the workplace, too. And so we’re seeing that with, say, a round table. There’s no head of the table or a square table where everybody has a side.
Carolyn Cirillo [00:23:08] So we’ve seen that.
Jo Meunier [00:23:09] And from the past year, are there any sort of good design outcomes that have come out of it? For example, one of the things that the pandemic highlighted was the need for healthier buildings, better ventilation, perhaps more natural light, that sort of thing, which ultimately supports both the physical and mental health of the people in the building.
Carolyn Cirillo [00:23:27] Exactly. Yeah. And that is something that you can’t discount on GenZ like the whole wellness thing with them. They are just from the upbringing. They’re just more likely to have had mental health issues and more importantly, they’re not embarrassed about it. To them, there’s really no stigma attached. And so they’re very open about asking for a wellness center. Like that’s something that they would like. I mean, not just a gym, but, again, a quiet space or yoga space or a down on one. So I think, yes, those are definitely in the natural light. I think that’s been even for law firms now are we reimagining their spaces so they cannot just have the partners have the corner office that they’re not in all the time, but they’re putting meeting areas there so that everybody can use them. So, there’s just a really big push for equity.
Jo Meunier [00:24:17] I think this generation is a breath of fresh air. I really do.
Carolyn Cirillo [00:24:22] They’re really good citizens. It’s and they’ll call you out. I mean, both my kids are GenZ. So, I. I see I’ve been studying this segment for twenty, twenty-one years now through this. But yeah, they, I think they’re somebody also told me that they’re, they’re Z because they want to make, they want to finish a problem they don’t like.
Jo Meunier [00:24:45] All generations haven’t had problems. We’ve all been whether it’s a climate or environmental, this is not the first time that I’ve heard of it. But they want to solve it and they really, they feel they can. And there’s there and again, they know how to mobilize each other. They know how to get information. They’re not afraid. So, I think they are going to really make some big impact. They’re going to sort it all out, I think. I think so. Have an impact in the workplace and in the world. They really are their fresh air. And they also don’t talk about what they’re just giving. We identify these five “Gs”, which are kind of touched on by gender and then gigs as a whole gig economy, gaming. They’re the big gamers and they compete in that. And they’ve also learned from that the green aspect. But there’s also giving and even though they’re not in their prime earning years, they still give money. We interviewed more than, say, close to 70 young people last year. Almost every single one had had multiple volunteer things. I mean, not even for school credit. They volunteered at a camp for disabled kids. They over to show she styled hair for people. They had little shops and they donated the proceeds. They made Etsy soaps. They did tutoring and all sorts of things. They just have this giving nature. And they really wanted to make the world a better place. And they feel that they can.
Jo Meunier [00:26:11] It’s fantastic. Yeah. They really are going to help out the workplace and make some positive change.
Carolyn Cirillo [00:26:17] Yeah, yeah, yeah. I just keep encouraging employers like you really need to listen to is really I just think this whole two-way mentoring is good for both sides. We can really kind of keep a pulse on what the new generation, what’s of concern to them. And then they also they’re not perfect and they just they need they have etiquette and just basic business things that they have to learn. We have we have to tell them that you can’t communicate by text or you can’t use your texting abbreviations when you’re sending an email or something. So, they need to model the behavior. So, we just have to make it easy for them to do that. Just have access to mentors, have open open spaces to make things approachable. People are not be in their enclosed office, but glass walls or casual gathering areas. So, you can have that really serendipitous exchange. That’s what we’re all missing at the. So much happens there from innovation, for sure, but also socialization and just meeting people outside of their department because, you know, when you’re new in a company, you want to meet a lot of the new people. You want to learn about other opportunities, like they’re very curious about what other opportunities, like what can their career path be? This is all new to them. So, they kind of need to be guided toward that.
Jo Meunier [00:27:30] When restrictions allow, then hopefully they can get together more with the generations and the knowledge gained some mentoring.
Carolyn Cirillo [00:27:39] Yeah, yeah. I mean, that’s just how they’ve worked because most of them have been collaborating since grade school. You know, they don’t have it. Well now they do. But before the pandemic they didn’t have desks around. If they do the group them together in tables or they work in round tables and almost everything is a group project that’s just very normal for them. So, they’re very accustomed to being part of the team and all that. I mean, they like getting their individual credit. They don’t necessarily like to be that. That sort of bothers them sometimes with one whole team gets credit for one. So, they like getting their individual accolades, but they’re very much a part of the team. And they really, they don’t want to be shunned away and have to do their work. That’s why this remote work has been tough for them. They like to be able to sit across the table and see what’s going on with this and that.
Carolyn Cirillo [00:28:22] So they’re very accustomed to that,
Jo Meunier [00:28:24] To working and flexible spaces.
Carolyn Cirillo [00:28:27] Yeah, yeah, yeah. They think that’s the coolest things. You know, they probably look at the Googles and the coworking, like that’s the kind of space that they want that that appeals to them.
Jo Meunier [00:28:35] Yeah. Fantastic. Well, there is so much more in the report that we could talk about. So for our listeners who want to learn a bit more about the next generation, how they might influence the workplace and what they can bring to the workplace, can you tell us where we can find out more?
Carolyn Cirillo [00:28:52] Sure. Almost all of our research is available on our website. knoll.com We have the embracing GenZ, which is the paper, the five GS that I talked about, and then probably sometime in the second quarter will be coming out with the GenZ at work. And this thriving workplace is just being published. Now that it’s on our website, we’re actually doing an introduction March 9th. If they hear this in time, where are they going to take them through all the different planning ideas and some of the research behind that? But that’s all there. We also we’re on all the social media pretty much. I have nothing Tick-Tock. But I know we have Instagram and Facebook and on our YouTube channel, there’s a video we did with GenZ. It’s also on our website. And you can look at the YouTube channel and it’s about five or six minutes. And you can hear in their own voices a video we did with some of these young people on what drives them. So I recommend you take a look at that and then people can always reach out to me. I’m easier to find on LinkedIn. Carolyn Cirrillo with the C and I’m happy to connect with people. But yeah, almost everything is there. It’s all available free download. You don’t even have to give your email address. It’s all there. But if you have, you want to hear more about the thriving workplace. You tune in on March 9th and all of these. We’ve been doing a series of K Talks. Those are all those replacers up. We did one on the GenZ. That’s live on. It’s not like it’s on the website as well.
Jo Meunier [00:30:14] Well, that’s fantastic. Thank you very much for joining us.
Carolyn Cirillo [00:30:17] My pleasure.
Jo Meunier [00:30:18] Hope to have you back on again sometime.
Carolyn Cirillo [00:30:19] I would love it. I would love it. We’re always immersed in some research and I’d love to share a little more in GenZ or some of the other workplace research that we’re doing. I appreciate the opportunity. You guys are doing a great job with the future of work.
Jo Meunier [00:30:29] Thank you. Brilliant. Take care.