Clock In, Clock Out: The New Investment Strategy

"They just want to clock in and clock out."

It's a familiar complaint from managers, a shorthand for what they see as a lack of dedication in the new workforce. But what if we’ve completely misunderstood what that phrase actually means? What if "clocking in and clocking out" isn’t a flaw, but a strategic move by a generation of workers who have already made a massive investment in their careers?

The average cost of a four-year college degree, now a prerequisite for most professional jobs can be as high as $250,000. Workers are showing up to our businesses with a massive amount of student debt and a desire to see a return on that investment.

This isn't about being lazy; it's about being efficient. They've spent years and a fortune building a specific skill set. Now, they want to put it to work. They want to be challenged, to learn, to grow. They crave opportunities to be creative, to spread their wings, and to make an impact. They want the space to try new things and, yes, even make mistakes.

As a 39-year-old business owner, I'm humbled to admit my own mindset about work is becoming outmoded. I'm part of the "hustle culture" generation, and it's something I've had to unlearn. While I've embraced the grind as an entrepreneur, and found a lot of success in it, I can now see that a 7-day work week isn't the only path to productivity. I am learning that working hard and playing hard aren't mutually exclusive.

Last year, I spoke with a former employer who lamented her struggle to retain women of my generation. I was direct: as a member of the leadership team, I spent most of my 50+ hours a week bogged down in issues that should have been addressed with a clear strategy and the right resources. I was hired to lead my team, yes, but my job description also required me to get out into the community and raise a lot of money. Instead, every postponed donor visit and every conflict I had to mitigate because of a revolving door of staff pushed me one step closer to the door. I needed the space to focus on my passion as a fundraiser, but the lack of an established and nurtured workplace culture made that impossible.

This generation of workers understands what I learned in that role: they were hired to perform, not to be mired in the fallout of a system that wasn't working. It’s why they place such a high value on workplace culture and balance. They know that a chaotic environment isn't just unpleasant, it's a productivity killer. When employees are forced to navigate drama, inefficiency, or a lack of clear leadership, they can't do the jobs they were hired for. They're left with no choice but to spend their energy on simply coping.

Creating a healthy workplace isn't a "nice-to-have." It's a fundamental part of leadership’s job. It's about providing the resources, training, and support your team needs to succeed. It's about fostering an environment where they can be productive and follow their passions.

So, here's the reality check: If you want your team to be engaged, give them an environment where they can do the jobs they were hired for. Listen to them talk about their roadblocks. When they don't understand a process, teach them. Take the time to grow your team. Be the manager you were hired to be.

The truth is, your employees aren't the only ones who want to "clock in and clock out." The difference is, they want to clock in and do the jobs they were hired to do. What they're often saying is they need leadership to show up and manage, so they have the space to perform.