Losing a colleague is devastating. But when you lose that colleague to suicide, it's like an earthquake has hit your world. Employees and managers, stunned by grief, wonder what signs they missed and what they could have done to help. Today's story from Training Magazine walks you through smart, practical steps for addressing this tough situation.

Also in this issue:

✅ Gen Z hits back at criticism about its work ethic
✅ How you might unknowingly sabotage your team

White House economic adviser Kevin Hassett noted that the job market is currently sending mixed signals. While he highlighted strong performance in output markets, Hassett pointed out that indicators from the labor market are less clear, suggesting uncertainty about future employment trends. "I think that there could be a little bit of almost quiet time in the labor market because firms are finding the AI is making their workers so productive that they don't necessarily have to hire the new kids out of college," Hassett said.

Generation Z has faced criticism from older employees as it enters the workforce, with detractors describing young workers as lazy and entitled. This phenomenon is not new, as millennials faced similar scrutiny when they entered the workforce, but industry experts say that Generation Z differs from previous generations in prioritizing flexibility and well-being over traditional career goals. Nadya Okamoto, co-founder of August, notes that Generation Z excels in roles such as social media marketing, which did not exist 20 years ago, and Adam Grant, an organizational psychologist at the University of Pennsylvania's Wharton School, says companies that fail to adapt to Generation Z's values risk losing out on performance and innovation.

Kanoe's take. I get it. My daughter is a Gen Zer and doesn't care for sweeping criticisms. She acknowledges that some of the accusations are true -- that some of her peers are "annoyingly entitled" -- but dislikes the generalization. "That's just dumb. Obviously, not everyone is the same. It's a people thing. Some people are entitled. Some people are lazy. But I'm not. Zach's not. Anna's not. Don't put me with the idiot people. I know how to work!" she said, indignantly. 

She's right that people should be assessed on an individual basis. We back ourselves into a dark corner when we judge and hire based on generational markers. 

Matt's take. I don't have much to add here. As a millennial, I heard many of the same critiques for years until Gen Z became a more fashionable punching bag. I recall being very skeptical about some younger folks hired right out of college, but they turned out to be excellent -- after receiving the proper training and support. On the other hand, I've worked with people my age (and much older) who had astonishing levels of entitlement. Give young people a chance (and the support they need). They might surprise you.

Employers and employees have different perspectives on workplace safety, with employees more concerned about mental health, according to a report from Pie Insurance. In regard to AI's influence on safety, 64% of employers say it will improve safety, while 23% of employees agree.

Comprehensive paid leave policies are a business necessity, not just a social issue, writes Sparrow CEO Deborah Hanus. Most company policies focus on short-term parental leave while Hanus argues for including a broader range of scenarios, such as elder care, medical issues, pregnancy loss and domestic violence. Without adequate leave policies, employees may be forced to make difficult choices between their job and their family, leading to increased stress, low morale and higher turnover.

The death by suicide of a longtime employee prompted a mid-sized company and its leadership to openly acknowledge the loss and provide support to employees. The company organized a memorial service and provided mental health resources, including counseling and suicide prevention training. The company has since become more compassionate and resilient, with employees feeling safer discussing mental health and more people accessing support.

Kanoe's take. I couldn't help but think of 24-year-old Dallas Cowboys defensive lineman Marshawn Kneeland when I read this story. Kneeland died by suicide earlier this month, just two days after scoring the first touchdown of his professional career. His death sent shock waves across the league. But it was beautiful to see how folks responded, with compassion, vulnerability and honesty. Watching coaches address issues of stigma and urge players to support each other and seek help when they're struggling was so encouraging. We have a ways to go in this battle, but certainly mindsets like this can help us get there.

Managers often unintentionally sabotage their teams through outdated practices, such as overanalyzing things, being inflexible and working to find consensus where it doesn't exist. Leaders frequently rely on past experience and management tactics rather than adapting to evolving dynamics. These behaviors can lead to confusion, low morale and decreased productivity.

Digital friction, or workplace technology challenges, can significantly disrupt employee efficiency and hinder job satisfaction, according to a TeamViewer study. Nearly half of surveyed employees report frustration and diminished job satisfaction due to persistent technology issues, highlighting the broader organizational impact when digital tools fail to support daily work.

Matt's take. This story really resonated with me. Technology challenges have been a recurring theme at nearly every stop in my career. I've usually (though not always) had the tools to do the job, but often lacked high-quality tools that would make people more productive. Even when some of those tools would have been inexpensive.