Podcast Summary

Podcast: Work with Erika Ayers Badan
Episode: WORK Net/Net: Gen Z Says Take Your Work Emergency and Shove It
Date: February 1, 2026
Host: Erika Ayers Badan

Overview of the Episode

In this episode of Net/Net, Erika Ayers Badan tackles the evolving attitudes of Gen Z in the workplace, particularly their resistance to manufactured crises and the "workplace emergency" mentality. Erika explores generational mindsets around passion, accountability, stress, and the dangers and benefits of remaining level-headed versus stepping up in moments of workplace chaos. She draws on anecdotes, recent headlines, and her own management experience to deliver a blend of tough love, empathy, and humor.

Key Discussion Points & Insights

Gen Z’s Response to Workplace Emergencies

• Core Theme: Gen Z is less likely to get "wrapped up" in workplace drama, crises, or last-minute emergencies.
  • Erika’s Observation: Gen Z keeps a level head, treating many so-called emergencies as company problems rather than personal catastrophes.
• Quote [00:36]:
  • “Gen Z is not going to get wrapped up in your workplace drama. They're not going to work all night, drop everything, cancel plans, feel the stress, feel the anxiety, feel the personal pressure or accountability to solve your work problem.” — Erika

The Pros and Cons

• Pros: Gen Z’s approach can prevent the unhealthy “frenzy and chaos” that dominated previous workplace cultures.
• Cons: Apathy can be toxic for managers and team leaders, especially when trying to build or create something meaningful.
• Quote [02:02]:
  • “Having people who are apathetic about making it really sucks… when shit’s about to go wrong and it really matters and the team or the Gen Zers are apathetic, it makes you be like, fuck, you're not bought into what I'm doing.” — Erika

The Accountability Dynamic

• Discussion: Some workers bear more responsibility than others, often because they care more.
• Erika relays a story from a morning conversation about a colleague who consistently does the least and shifts work to others, resulting in the more invested people overcompensating.
• Quote [03:40]:
  • “This is actually the bigger dynamic happening at work. It's a question of accountability. It's a question of responsibility.” — Erika

Managing Gen Z Effectively

• Advice: Be direct about expectations: assign clear ownership, explain consequences for success and failure.
• Insight: If people feel connected not just to the pain but also to the reward, buy-in—and performance—improve across all generations.

Passion, Purpose, and Career Progression

• Question: Is Gen Z truly apathetic, or just searching for what excites them?

• Opinion: Erika believes Gen Z is still looking for their "thing" and that there’s danger if they never find it:

  • "If you don't find the thing and you’re just floating along, then you’re going to be in a place where AI is going to take your job… and you’re not actually going to develop the grit, the resilience and the skills that you need…” [05:38] — Erika

• Future Outlook: Gen Z will eventually be the managers and bosses, but their path may be more winding.

Healthy Perspective on Workplace Urgency

• Skepticism About Constant Emergencies: Too many hype-driven crises undermine real productivity.

• Comparison to PR: In public relations, everything is treated as a crisis, but Erika questions whether that’s healthy or necessary.

• Jamie Dimon Reference [07:33]:

  • “If you're worked up at work, that's on you. Like if you're frazzled, that's a you problem. That's not a company problem.” — (paraphrasing Jamie Dimon)

• Takeaway: Combine passion with perspective. Focus on deliverables, teamwork, and quality—without succumbing to unnecessary stress.

Managerial Styles & Learning from Leaders

• Passionate vs. Perfunctory Managers:
  • Passionate managers bring energy and rally teams.
  • Perfunctory (technical, numbers-driven) managers set clear parameters and autonomy.
  • Erika enjoys working for both.
• Warning: Emulating apathy in leadership ("learning from someone who doesn't care") is dangerous, as these behaviors can become contagious and damaging long-term.
• Quote [11:38]:
  • “I think learning from someone who doesn't care, though, is very dangerous because then you pick up those habits, you adopt those behaviors… and that is not going to set you up well for the long term.” — Erika

Notable Quotes & Memorable Moments

• "Gen Z is being...incredibly Zen in the workplace and not getting wrapped up into the frenzy and the chaos and the crisis at work. I think this is a good thing at large.” — Erika [01:15]
• ”A lot of the psychology…is that Gen Z doesn't feel bought into the reward, so they don't feel like taking the pain.” — Erika [04:19]
• "If you work in pr, right, literally everything is a crisis, everything's an emergency…when you really don't have to. You're like, I just need to get the job done.” — Erika [06:54]
• “So then the last thing I would just say is what happens when you're a manager and nothing is a fire drill, right? Like, you don't have any passion, you don't care. You're utterly apathetic to what's happening. I mean, in my opinion, you're not going to have a job anymore.” — Erika [10:56]

Timestamps for Important Segments

• 00:36 – Gen Z’s resistance to workplace emergencies
• 02:02 – The downside of apathy to leaders and creators
• 03:40 – The accountability and workload imbalance
• 04:19 – How feeling the reward changes buy-in
• 05:38 – Risks if Gen Z never finds their passion
• 06:54 – Are work emergencies overblown? PR as an example
• 07:33 – Jamie Dimon’s take on personal stress at work
• 10:56 – What happens if managers are apathetic
• 11:38 – Learning from both passionate and perfunctory leaders; avoiding apathy

Conclusion

Erika uses this episode to critique, empathize, and advise—urging both Gen Z workers and managers to find a balance between passionate buy-in and healthy emotional detachment. The episode challenges listeners to consider their own roles in cultivating accountability, managing escalations, and learning from both energetic and procedural leaders—without falling into the trap of disengagement.