At Work With Gen XYZ: Does Freelancing Suit All Generations?

Have you ever considered the generational distinctions when it comes to freelancing? 

Check out Finding Career Zen's new episode segment: At Work With Gen XYZ, where Pete (Gen X), Peter (Gen Y), and Ashley (Gen Z) dissect the changing dynamics of the job market, analyzing the work preferences of the three generations. They also explore the appeal of remote work for millennials and the importance they place on pet benefits, alternative leaves, and, most importantly, mental health.

Let’s get real about the ties between healthcare and employment. This episode brings the spotlight on the complexities of employer-dependent benefits and the affordability of healthcare in the freelancing world. Freelancing might seem like a daunting prospect, especially for those accustomed to a traditional employment environment, but they're here to make sense of it all.

Finally, Gen X, Y, and Z embark on a journey into the future of freelancing, envisioning how Gen Alpha might adapt to this lifestyle differently from Gen Z. They talk about digital nomads, freelancing across international borders, and the changing concept of loyalty in the workforce. Is company loyalty a thing of the past? Can we find a balance between discipline and flexibility in a freelance lifestyle? 

Tune in as they ponder over these questions, aiming to enlighten and engage in a conversation that goes beyond just work.

Episode Transcript

Pete (00:00):
We're back again, our Thursday afternoon slot for At
Work With Gen XYZ.
Now, Peter, I was gonnaintroduce myself and say that
I'm the Gen Xer, but you madefun of me last week for that, so
I'll just say I'm Pete.

Peter (00:14):
And I'm Peter there.
See, there, we can just say whowe are.
We don't have to be defined byour generation.

Ashley (00:21):
Well, I don't want people to think I'm the
millennial.
I'm Gen Z, I'm Ashley.
I don't want to be themillennial.

Peter (00:29):
When is the millennial cutoff?
By the way, did we actuallyfigure out?
Like what is the age?
Like if you were 28,?
Are you a millennial?

Pete (00:36):
Don't try to distance yourself, don't even ask that
You're a solid millennial.

Peter (00:41):
I'm a solid.
What I'm saying is that, likeAshley, could she could be like
a young millennial, Like when isthe cutoff?

Ashley (00:47):
No, I am like Haley's like the first, like our other
marketing associate, haley,she's Gen Z like the beginning.
My boyfriend I'm pretty surehe's like the peak, like middle
between millennial and Gen Z,he's pretty sure he's yeah.

Peter (01:09):
Like who decides these?
Then?
It's like, one year you're amillennial.
Now you're a Gen Z, likeeverybody born this next year.

Pete (01:15):
There's a little overlap.
There's a little overlap.

Ashley (01:18):
Someone said if I was born in 83, I'm a millennial
question mark.

Peter (01:22):
I think you're like the oldest millennial.

Pete (01:24):
Yes, you are so welcome to the.
Welcome to that club, peter.
How would you describe themillennials, ashley?
Because we haven't done this ina while.
We sort of just let Peter andhis generation off the hook
until today.

Ashley (01:42):
I'd say I mean just viewing my millennial sister.
Sometimes you guys can act alittle bit like Karen's.
I feel like you guys can bepretty stubborn.

Peter (01:55):
That's Gen Z, gen X too, though Is that just older
people?

Ashley (01:58):
People say older people.
I feel like you guys startedthe whole technology thing, so
you guys are all striving to beinfluencers or coming up with
new social media platforms.
I feel like we're-.

Pete (02:14):
Okay, we established this in our first episode
Millennials only get credit forthe first kind of big social
media platform, which was whatPeter my space, my space, right,
tom, but Tom's a Gen Xer.

Peter (02:31):
Yeah, we looked that up.
Yeah, I was wrong.

Pete (02:33):
Yeah, I don't think at this point you don't get credit
for anything.
But that's not true.
You guys get credit for the bigones of course.

Ashley (02:39):
I mean bringing us to our topic for today.
I feel like millennials arepossibly more dependent to the
traditional work life, whereas Ifeel like Gen Z is more
independent, leading more tobecoming freelancers, kind of
thing.

Pete (02:57):
Right, so let's kind of set the stage for that.
The topic is about freelancing.
It was a post that we talked alittle bit about last week.
I don't even remember where Ioriginally saw it, but the point
of it was that the Gen Y andGen Z are driving the freelance
movement, and I sort of thoughtthat was a bad take, because

(03:20):
lumping the millennials and GenZ in together for that reason
they were saying they wantedfreedom and flexibility, and my
point that I wanna start withtoday is that I don't think
millennials are comfortable withfreedom and flexibility.
I think it's the dependentgeneration when it comes to
employment and that so, whileGen X and Gen Z are more

(03:46):
independent, Peter, I don'tthink Gen X is more independent,
by the way.

Peter (03:49):
Well, we'll get into this.
Why are you the moreindependent?
I would argue that Gen X andGen Z-.

Pete (03:56):
I'll tell you why I'm more independent because we came
home to empty houses.

TikTok Video (04:00):
We came home to parents who weren't there.

Pete (04:02):
We had to fend for ourselves.
We were allowed to.
We grew up leaving the house atsunrise and coming home at
sunset and no one having anyidea whether we were dead or
alive until we came home to theend.

Peter (04:16):
The both parents working .
So you're saying that like, soyou had to fend for yourself?
Yeah, a lot of people,millennials not also have two
parents working.
I mean, I remember coming homeand being kind of on my own, so
it's not curious.

Pete (04:27):
Maybe they had two parents working, but that was in
between calling the teachers tocomplain and showing up and
asking coaches why their kidsweren't getting more playing
time.

Peter (04:37):
The record doesn't be watching this.
I don't know this is astereotype here.
I do not know any of my friendsthat had their parents calling
to argue with teachers aboutthis.
This sounds like Pete isprojecting his own thing onto me
.

Pete (04:53):
Watch Pete.
So let's get away from that andwe'll make it about work and
why I say that.
So here's a list I pulled up ofsome of the top perks that
millennials look for in theiremployer.
Now, I'm a huge fan offreelancing.
You guys know that.
We talk about it all the time.
We talk about it on Zengig.
I think it is a great way towork.

(05:16):
I think it enhances therelationship.
But the broken what I considerto be a largely broken
relationship between employeesand employers in a traditional
sense, where employees havebecome too dependent on their
employer for many things.
But here's a list of the perks.
We'll talk about that in morein a minute.

(05:37):
Remote work right, that's thething that many people are
insisting on right now, but putthat aside for the moment.
That's a little bit caused, ofcourse, by what happened with
COVID fitness classes Fitnessclasses.
So this is a list of top perks.
It's on multiple sites.
It's not my list, so don't makethat face.

Peter (05:59):
I'll let you get through it before I comment on it.

Pete (06:04):
Pet benefits, pet benefits, alternative leave,
alternative leave, right inparticular, we've seen that.
But student loan repayment, ifflexible schedules, ok, that's
common.
And then mental health andwell-being benefits, and there's
others.
But here's the point None ofthose have anything to do with
the job.
And when I think of freelancingthe relationship between the

(06:30):
person doing the work and theperson paying for the work or
group paying for work, whateverthe case may be, it's relegated
to the job at hand, not allthese things that exist outside
of work, and I think that hasbeen a trend over the past.
What 20 years, 15 yearspredominantly, where work has

(06:51):
become so much more about theseother things that have nothing
to do with the job.
So that's where I'm coming fromwith the dependency statement.

Peter (06:59):
So I think that there's nothing more millennial I mean,
that was a great list in termsof a Ken Capsule and that
there's nothing more millennialthan being told what millennials
love doing.
Millennials love having allthese things.
Millennials are killing thisindustry.
Millennials are doing this.
Millennials are doing that.
Well, like no millennial I knowis like yeah, I'm going to this

(07:20):
job because they have a gymmembership.
So I'm curious to meet all ofthese so-called millennials that
want all of these things.
Now I would say the flexiblework schedule sure, the student
loan or payment that's kind of Iwould lump that in.
That's they're paying forsomething for you.
Sure, that's great.
You could just pay me moremoney and then I could repay my

(07:41):
own loans.
But that would be.
And the same thing with mentalhealth.
Like you know what's great formy mental health?
Getting paid a lot.

Pete (07:48):
So you know how to achieve those things.
Pursue a freelance route.

Peter (07:52):
Yeah, exactly, and the flexible schedule particularly
is.
I mean, that's probably one ofthe number one things why I
think that you know that articlethat kind of spurred this is
talking about like and, by theway, I think it lumped Gen Z and
millennial together becauseit's like basically anyone like
under 40, like the youngerdigital generations, because

(08:15):
older generations that didn'thave that, I guess the internet
wasn't as big of a kind of forcein their career.
They, you know freelancing iscompletely different in the
early 90s versus you know now,when you can, you can be a
freelancer at multiple differentcompanies across the you know
country almost instantaneously.

(08:36):
So that's I'll kind of like laythat as my premise there.
So I think that these the listsof things that millennials want
, work-life balance andfreelance is probably the one
thing that I'll agree with.
That's frequently talked aboutand I think that that's where
the whole millennials areembracing freelance comes from,

(08:58):
because you have to, you get,you get that.
You get that more than youcould ever in any of these other
jobs.

Ashley (09:05):
You do.
And again I feel like likelet's just say, peter, right now
you know you're working yournine to five.
What, like, if you were afreelancer, would you miss
talking to your coworkers?
Would you miss, kind of like,having that company life, cause
I know, freelance isn't foreverybody?

Peter (09:29):
Yeah, no, yeah, I totally get that.
And freelance is you're, you'reworking on your own, you're.
You have to kind of lookoutside of your company to
provide you with those things.
Personally, me, no, I would not, because I have, you know, a
nice social circle.
I don't need to have to goelsewhere for that, but I can

(09:50):
see where that that's an issue.
During COVID I know that was abig thing is people feeling
isolated and everything.
I never personally felt thatway, but I know that that was a
big issue.
I don't know, what do you?
You're I mean, you're a youngperson too.
So what do you do?
You feel like if you were juston your own doing project after

(10:13):
project, working late, maybe,you know, overnight because you
had to do something during theday, would that be an issue for
you, that you don't have thatconnection, that you don't have
anybody to talk to?

Ashley (10:23):
I mean I feel like with my generation we, you know,
didn't come into the workforcestarting off in like offices.
We're all work from home.
So it's already lonely for us.
We know what the loneliness islike.
So I feel like freelancing iskind of easier for us because we
kind of became so autonomous,right, did I say that?

(10:46):
Right?

Pete (10:47):
Well, that's so.
Let's go back to that, thisidea of autonomy, where it's the
opposite of what I'm calling adependency on the perks and
benefits provided by an employer.
So things as simple as sickdays, pto, holiday pay we're all
used to that.
Now, being in the contractstaffing industry for a long

(11:10):
time, contractors have you knowthe term freelancers used a lot.
Now it's basically if you cutthe middleman, the contract
staffing company, out of theequation.
I think that's usually whenfreelance is used more.
But it's the same thing.
It means that you're workingnot as a direct employee of an
organization, you're a hired gun, you're project-based, you're

(11:31):
hourly generally, even thoughyou're in a professional role.
In many cases it wouldhistorically be a salary
position.
So those terms are somewhatinterchangeable, but with that
there's a trade-off.
Now the federal governmentrecently, a couple of years ago,
stepped in and said contractorsstill need to be paid or still

(11:52):
need to be offered major medicalright.
Now that's interesting to mebecause one of the reasons why
people like being freelance orcontract is because they were
paid more, so that, as youmentioned earlier, peter, that
rather than hand you medicalbenefits, those same dollars
could go in your paycheck.
Maybe you have a spouse who hasgreat benefits.

(12:14):
You don't need them on your own.
Maybe things like holiday payaren't really important to you.
You don't like holidays, forwhatever reason.
Right, you're the gritch.
You'd rather be paid more andhave those dollars in your
pocket.
And so what freelance does?
It gives the power back to theindividual right.

(12:34):
So that's why I like it, it'swhy I'm a big fan.
But with that comes aresponsibility of autonomy and
you have to be able to fend foryourself.
You have to be able to succeedand operate without structure.
So what do you guys think aboutthat?
I mean, do you thinkgenerationally and of course
these are generalizations right,you guys aren't necessarily

(12:57):
even typical for your generation.
But do you think?
How do you think thatseparation plays out right
Between being used to youremployer giving you all these
things?
You're not really giving themto you.
It's part of your total comp,but now you have to figure it
out on your own.

Peter (13:14):
It's definitely.
I mean listen, I'd be lying ifI didn't acknowledge that that
being conditioned to go to a joband have that all handled for
you, even if something as simpleas your W-2, like you've got an
HR department that can help youwith that and help you with
your benefits.
You're a contractor.
You've got to do a 1099, yougot to do your own taxes.

(13:36):
You got to do a lot of stuffthat you have to figure it out
on your own, and that's hard,especially when you my
generation we have baby boomerswere our parents.
They always worked at a companythey always got their benefits
through a company.
So that's what we knew growingup.
It wasn't common for you tohave learned about that type of

(13:57):
stuff, that sort of, I guess,independence that we're talking
about, from a young age.
So it can be scary, it can behard to.
Like you said, you got tofigure out your health insurance
on your own.
All this stuff that you have togo out, you have to research it
, you have to get your own plan.
You're not just here is 10different plans that we offer

(14:20):
and then you've got an HRmanager that you can or a
benefits manager that you canask questions about.

Pete (14:24):
Even that's confusing.

Peter (14:25):
Yeah, exactly, it's confusing at working at a
company and imagine you got togo shop the market on your own
and then make that exponentiallylarger.
So, yeah, there's comfort injust and working at a company
that provides all that bundledtogether.
So I don't think it'snecessarily for everyone.

Pete (14:43):
So look at this.
So let's say someone opens ahot dog stand, a small business,
and they get busy and they needan employee and they hire the
employee to serve hot dogs, takecash, give proper change,
whatever right, and suddenly theemployer, this new hot dog

(15:04):
stand owner, realizes they haveto provide healthcare benefits.
Now I would argue that the actof serving hot dogs to someone
and being paid a wage to do ithas absolutely nothing to do
with healthcare and should notbe the company that pays you to
do that, should not be thesource of your your well-being,

(15:25):
your physical well-being, yourhealthcare paying you to serve
hot dogs.
That's it.
That perspective is notnecessarily widely shared and
may or may not be popular, butif you think about and try to
logically answer, why should anemployer be in any way tied to
healthcare for their employees?

(15:46):
It makes no sense.
The hot dog stand business haszero to do with healthcare.
I would contend that the hot dogbusiness owner has no knowledge
of healthcare at any intimatelevel, should not be involved in
making those decisions forsomeone else.
Right?
They just want to sell hot dogs.
Start adding all these otherperks and benefits into it.

(16:08):
It gets very confusing as towhat the true nature of the
relationship is.
Freelance takes all that awayand just says you're an adult,
you're a professional, youfigure out the stuff outside of
work.
As long as you are happy withthe wage, I'm paying you for
selling hot dogs.
We're good, right?

(16:28):
If you show up on time, youlike doing it, you're happy with
the wage, that's it.
But we add all these otherthings into it that make it so
complex.

Peter (16:36):
You're not going to find any complaint for me that I
think that healthcare should notbe tied to an employer, but I
think it's the cost and thecomplexity, which we could have
an entire episode on, where wetalk about that.
I think that it should beseparated.
It should not be tied to yourjob.
You should not have to worryabout I'm stuck at this job

(16:56):
because my health insurance istied to this job, and why not?

Pete (17:00):
Let's make it even more right.
I'll stop talking and then,ashley, you could weigh in.
Hot dog stand owner needssomeone to serve hot dogs and
then is told they have to paythe person when they're not
selling hot dogs for them.
Now, make that make sense.
Now you could argue if theywant to be competitive and have
that employee not work for thehot dog stand across the street.

(17:22):
All those things right.
But a lot of these things havebecome expected and freelance
again takes all of that off thetable.
So, ashley, does that make youuncomfortable, the thought of
having to figure all that out onyour own?

Ashley (17:36):
I mean, I guess my take on it is it would be an
adjustment to have to try andfigure it out.
I did have to help my dadfigure it out because he's like
his own little freelance truckdriver, so no one's paying for
his health care, he's figuringit out on his own.
I do have to say, the onlything I think is health care can

(17:57):
be expensive.
So if I'm like a hot dog person, I'm like selling hot dogs and
I guess I'm not getting paidthat much and then I can't
afford health care.
I guess that's the onlydownside of it.
If I'm getting paid enough towhere I guess I'm going to be
able to afford the health care,then I feel like I would be more

(18:17):
comfortable in just doing it myown.

Pete (18:22):
Yeah, it gets conflated where the affordability of
health care comes into play.
Right and that.
But again I would say how doesthe hot dog stand on?
It's not that person's job tosolve that, right.
They're just trying to sell hotdogs because that's their dream
and that's what they want to do, and they know how to make them
, I don't know.
But once we start putting allthese extra things in, when I

(18:46):
was an employee I felt like thiswait a minute.
I don't want those perks,necessarily.
I don't want you paying forthings that I don't use.
I'd rather those dollars be inmy pocket.
So for that reason, I'm a hugefan of freelancing.
Again, I think it's a muchhealthier relationship
ultimately where all these otherthings don't get brought in

(19:08):
into the conversation.

Peter (19:10):
I think if it became a bigger and it's right now
freelancing is not as huge of aportion of the market as it
potentially could be or will bein the future, I think.
So that's where, when it's justa handful of freelancers
looking for health insurance,they don't really have as much
bargaining power.
I mean, that's why giantcorporations are able to get
really good health insurance,because they have bargaining
power, whereas hot dog standmight not have.

(19:31):
That's a very real thing.
Hot dog corp might be able to,but a small.
So I feel like freelancers arein that boat, but as they become
bigger and bigger, I hope thatthose options become streamline,
more efficient, more cheaper.
I don't know what the futureholds, I guess.

Ashley (19:51):
I mean, you also know where applying.
If you see that they're notoffering healthcare as a perk
and you don't mind that, youdon't mind setting it up for
yourself and you still apply,then that works.
I mean, I worked at a bagelbakery.
They didn't offer me healthcare.
I knew it and I was fine withit and I figured it out on my
own.
So I guess it also depends allon that.

Peter (20:13):
Well, you being super young when you're worked at the
bagel bakery and not healthinsurance being not as important
to you, is not the same as Ithink like a 40-year-old with a
family that has kids and whatnot.
But I think that point andalong with the other ones it's
becoming people are talkingabout it, especially millennials

(20:35):
, gen Z, and I think thatwebsites like Guru or Upwork
have made it a lot like that was.
The barrier was finding clients.
I know how to design a web pageNow how do I find people Like
do I put a flyer up in the parkLike?
Now there's websites where youcan just go post your services
and it makes it a lot easier tohave that relationship, to build

(20:55):
your personal brand, so tospeak.

Pete (20:57):
All right, so this is all topic.
Actually, I'm going to let youdrive the bus after this, but I
want to ask.
Affordable Care Act, obamaCares, it was commonly known.
Basically, the federalgovernment said individuals have
to have health care.
Right, if you're an employee,you need to take the employer's
health care plan.
You could be penalized, youcould pay a fee if you don't,

(21:20):
and I think they waived that now.
Finally, I mean, some commonsense took over, but also
required employers to do it,whether the employee wanted it
or not.
And, being in contract staffing, it really made our industry
scramble, because that's nothistorically what's been done.
And then, of course, everyone'sseen the lawsuits in California

(21:41):
with Uber, where the state hassaid you have to do these things
.
No one's complaining.
I mean, everyone who's an Uberdriver willingly takes a job
under the conditions if theydon't have to.
Uber operates the way they dowithout needing any government
intervention.
Do you guys think, beingyounger, that government should

(22:02):
weigh in on that stuff?

Peter (22:04):
I think it was done with good intentions of it, but I
think that there's a lot ofnuance in it that is probably
overlooked.
I probably would say that Idon't think it should be a
requirement.
I mean, I'm kind of in the campof where we are right now.
I think California is a littleextreme on that side.

(22:26):
That's just my personal opinion.
So I'd probably shift more tothe side of letting it be in the
hand, like out of the forcingcamp, to letting it kind of if
you don't like the job thatdoesn't offer it, go find a
different job.

Ashley (22:43):
Yeah, no, I couldn't agree more.

Pete (22:44):
I don't want to and I would bring it up because
freelance market's growingrapidly and all the projections
are huge, whether generationallyeveryone's suited for it or not
.
We'll get back to that, but Iam concerned that the federal
government could come in and tryto put a stop to a lot of it at
some point by puttingrequirements in place.

Peter (23:06):
How do you think that's going to?
I mean, I guess this is kind ofgoing off on another tangent.
So if freelance, if freelanceis growing, which assumes that
people aren't necessarily tiedto a location, in a lot of
places, if you moved to Canadaand you're in Canada and you are
working for a US company, areyou still held to those kind of
rules?
Like?
I can only see that becomingbigger and bigger as the

(23:28):
internet becomes more powerful,remote work becomes more
commonplace, even more than italready is, and then if you're
not even tied to, it's the sameschedule.
You're just a project.
Do this Like you can live in acompletely different state, a
different country, and work onthis and get paid.

Pete (23:43):
Well, I think the government's interest.
There is a tax issue.
They want to collect the taxesfrom their citizens, regardless
of where they work.
But you're right, that's rightnow.
The technology exists, right,the market exists to have a
global economy where we couldhire anywhere, anytime, for any
job.
That's remote, that's coming,but governments will probably

(24:09):
not be huge fans of that.
Okay, let's get away from thepolitical topic.

Ashley (24:15):
I do have a video to show to kind of gear back to
millennials being dependent.

Peter (24:22):
Okay, I forgot, that was the topic.

Ashley (24:26):
Let's bring it up.

Peter (24:30):
Okay, let me start it over by the way I watched this,
Leaving my nine to five tobecome a Freelance.

TikTok Video (24:38):
What'd you say, Peter?

Peter (24:39):
I said I watched this one and she's talking about why
it's great.
So point for me, point againstyour dependence.

TikTok Video (24:47):
All right, I understand.
Leaving my nine to five tobecome a Freelancer was life
changing.
I had dreamt of being my ownboss since I was a kid.
And then, one cold Januarymorning, I woke up and it was a
reality.

Pete (25:02):
Is it just beer, or does she sound angry?
She does not sound happy withwhatever is going on.

Ashley (25:08):
I feel like she just sounds sad, like there's
something, like she's missing.

Peter (25:13):
It's the moody music in the background.

Pete (25:16):
I mean the millennial dream, and she's like rolling
out with this depressed tone,but okay, Like the millennial
dream is not that it, but youknow that saying old habits die
hard Shit.

TikTok Video (25:26):
Ain't that the truth?
The day I started my Freelancework, I still logged on at 9 am.
I still made sure to respond tomy emails immediately.
I still stayed active onlinefor eight hours because I
couldn't have my new client seeme offline.
A part of me knew I owned myown schedule, while the other
part refused to believe it.

(25:47):
But who could blame me?
I'd been conditioned to beavailable to people 40 hours a
week my entire life.
It was how I proved my value.
But I was a Freelancer.
Now I am free right.
If I got my work done in twohours, then I was done.
My contract with these clientsdidn't require me to stay online

(26:08):
and look busy just to prove Iwasn't wasting their money.

Pete (26:11):
Okay that's way too whiny , let's just torture.
So I see that and think this issomeone who is just blaming
everyone else, blaming theiremployer I'm supposed to look
busy.
Stay online just to satisfysomeone else Like who?

Peter (26:32):
It's funny because she actually is talking like it's
the.
What she's actually saying isthat she has more freedom, but
she's just saying it like themost, like depressed.

Ashley (26:43):
Well, I, how I reciprocate.
This is like, okay, she's afreelancer now but she was
conditioned to the nine to fivelife.
She's like it's hard to go fromnine to five to freelance.
So she's trying to figure itout and it's kind of like I
don't know, making her sad shemisses her co-workers.

Peter (27:00):
Now A lot of people are I mean I I have never
encountered this, but I haveseen, like where you know that
like your manager checks ifyou're online, it's.
I guess it's a thing withremote work, like you need to be
, like you're active at yourcomputer all the time.
That seems like micromanagingto me, but that's a whole other

(27:21):
story.
So I guess I could see ifpeople, if you're used to that,
you're used to being tied toyour computer and your manager
constantly checking to make surethat you're sitting there and
Not in the bathroom or whatever,like yeah, I guess it can be a,
it can be a culture shock youknow, I mean, it's not even that
you're conditioned to wake upat nine o'clock, clock out at
five and then all of a sudden,you, the schedule is in your

(27:42):
hands, like you're no longerclocking in and you have to
figure out everything on yourown.

Ashley (27:47):
And maybe she's like oh, I miss you know that the
easiness of having the clock inVersus having to do it myself.

Peter (27:56):
I think that's a good thing.
By the way, be conditioned.
If you're like, keep thatschedule, wake up in the morning
, even if you're not necessarilyworking on your, whatever
you're doing for your clients,like stay active, like that's
good, you should wake, youshould have a, you should wake
up and you should do stuff.

Ashley (28:09):
And but then I mean sometimes people even work Even
later than they're supposed to,just because I mean they say you
have to work for client, youcan wake up in the morning and I
don't know, get the housechores done before you start
working for your client.

Peter (28:24):
I think that that's a actually a good thing to be
conditioned and you knowmaintain that, that
self-discipline, because youknow we saw like it when people
went remote, like that was ahard thing and I know Pete's
told several stories over theyears of her up People that had
that you know trouble of it'snot freelance but like going
from a corporate office to morefreedom of working remote.

(28:46):
You know how they did not thatdiscipline to like sit down and
do your work.

Pete (28:51):
You know yeah, when I, prior to starting a four corner,
I worked for a big company andthey closed all their remote
sales offices and a lot ofpeople I was young Relatively at
the time and a lot of peoplewho were probably close to my
age now had always worked in anoffice, always had a manager
looking over their shoulder,knew when they were coming in
and out, even though they wereprofessional sales people.

(29:12):
There is just, it was justdifferent then.
They were on their own and it'slike they lost their minds.
It was like when people go toVegas for a convention, they
just do things they shouldn't do, and these people just started
taking full advantage of thatfreedom and ended up losing
their jobs as a result of it,because they just Were used to
structure and the structure wasgone and they didn't know how to

(29:33):
thrive and operate.
Because because, if you thinkabout it, it, while the
freelance Flexibility soundsgreat, you're on your own and
when there's no one to tell youwhat to do, you really do have
to have discipline in a way thatnot everyone does that's kind
of you know, so that'sinteresting.

Peter (29:52):
Do you think that like in a normal, in a different,
alternate world like that, itmight be a harder change for
millennials and Gen Z to go intothe freelance?
But do you think that kind ofCOVID in the force of remote
like is almost like a softopening in a restaurant, like
it's sort of primed a lot ofpeople to be like alright, I'm,
I'm not all the way there, butI'm a lot more, you know,

(30:13):
independent than I used to be.
I'm not used to that Well.

Pete (30:16):
I'm in.
Okay, so I, because we talkabout this a lot and I think
it's important for people toacknowledge whether they're
someone who needs structure orwhether they can operate
autonomously.
And my career history andeverything I've witnessed and
observed firsthand tells meYou're one or the other.

(30:36):
And if you're someone who needsstructure, you're going to
struggle mightily in a remotesituation and because Everyone
is incorrect who thinks thatyou're starting a business,
which is what freelancing is.
Right, solopreneur, if you wantto call it back, but when you
go out on your own, the, youhave significantly more pressure

(30:59):
than when you're an employee.
Yes, it's a different kind ofpressure.
You don't have to satisfyanyone but yourself.
But when no one's looking, it'ssort of like you're eating well,
exercising, getting up in themorning early yes, we all know
those are things we should do,but who doesn't right?
Who?
Who says no to the cookie?
Who goes to the gym at five inthe morning?

(31:20):
Versus not right?
And then people say, well, Ineed to hire a trainer if the
trainers there and I'm payingsomeone.
Well, that's like being anemployee.
Yeah, if you have, you know, amanager who's going hey, where
are you?
You're, you'll be there and Ijust think it's.
It is such an individual thing,not bad or better or worse,

(31:43):
just different.
Well, person next.

Peter (31:45):
I think Ashley mentioned earlier Gen Z.
I mean they, most of themstarted their professional
career during a crazy remotetime, so maybe that's Affected
their ability to like be evenmore predisposed to freelance
and working.
You know, weird hours and doingstuff like that, like Whereas
Millennials half of them, likewe're used.

Pete (32:04):
You know, we worked in an office, we were used to that
structure, so it was you knownot everyone can get used to not
having someone look over yourshoulder 100% and and I think
that's a great observation,because Gen Z now I Say kids
come out of school and I am theGen X, so I can say that but
that you can live anywhere inthe world, ashley, you can live

(32:28):
anywhere and do your job.
I think that is Incredibly cool.
I'm envious of that.
I'm tied to, yeah, my housekids.
I can't do that.
I never had that opportunity.
What?
But what I find interesting isthat they don't take advantage
of it either.
Largely so.
You're actually, you're still,you know you're not.

(32:50):
You're not In Taiwan, you'rehere in Florida, all the you
know young people I know in asimilar situation that they're
not, they're not roaming theworld as digital nomads.
So it's the potential for thatis there, peter, but I don't
know why generationally itreally hasn't taken effect.

Peter (33:07):
I think that's just like human nature, like unknown is
scary, like not everybody itwants to be.

Ashley (33:12):
Like going all over the place, people like their cozy
house, that they like know youknow like trust me, I wish I
could move to Portugal right nowfor like a year and like do
what I'm doing now.
But I feel like like let's justsay, if I was Zen gigs
marketing associate and I movedto Portugal for like a couple
months to be a digital nomad,the hours would be like flopped.

Pete (33:35):
I'd have to wake up at like midnight and then I know
it's what an incredibleopportunity and and thing to do
in your life, right?
And the other thing I'veobserved over the years Having
worked with a lot of people fromother countries is that that's
an American thing generally,like we, we don't do that.
Where people from Latin Americado a people from Europe, they

(33:58):
move a whole lot more than we doand are willing to bounce from
one country to the next.
I think it's unfortunate thatwe don't.

Peter (34:04):
I don't know how that Knives, though it's like.
That's like comparing, sayinglike we're in Florida so I'm
working from Georgia today, likethat's the same as like France
and Germany.

Ashley (34:12):
I think it's also like stability.
I will say I mean it is nice,thinking like okay, like if I
don't want to live in Floridaanymore, if I'm getting tired of
Florida, I could just pick upand move to Texas, move to New
Jersey.
I can move wherever I want to.
So I think it's amazing how Icould still have this job and Go
buy a house in a differentstate and go live my life there
for a little bit.
I mean Just the comforting ofbeing where you are right now.

(34:39):
I guess it's just I wonder ifwe'll see.

TikTok Video (34:41):
You know, do you think you'll see so?

Peter (34:43):
in 10 years from now, do you think you're gonna see more
or less that with as what's the, what's the next generation
alpha, as they become, you know,start to become, you think
they're gonna be even more so,like you know, I think they're
gonna be terrified to leave thehouse from all the stuff they
see in the news.

Pete (35:01):
That's.

TikTok Video (35:01):
I mean think about these are?

Pete (35:03):
these kids were forced to wear masks at an elementary
school.

TikTok Video (35:06):
What do you think that's?

Pete (35:07):
that's a psyche, yeah that's a good right.
They've been taught the worldscary where that's again.
I know you know COVID hit allaround the world and countries
handle it differently, but Ithink that's I hope that's not
just an American thing, becausewe're going to be worse off as a
result of it.

Peter (35:26):
Yeah, that's true, because you're too young.
Are they considered?
Are they still Gen Z or whatare they?
I guess they're Gen Alpha,right, the next one.

Pete (35:35):
Yeah, yeah.

Ashley (35:36):
I actually feel like they're going to be more digital
, like no mads than Gen Z,because I don't know, I've seen
a lot of.
I see this trend picking up onTikTok where everyone's like
leave your nine to five, like gotravel, go see the world, go do
things that you can finally do,have that work-life balance,
and I feel like maybe the nextgeneration is going to take that

(35:56):
more seriously and make thatpush that.

Peter (35:59):
So you think it's going to continue even more into it.
I think that millennials areprobably about as like.
They're embracing it for sure,and I think that it'll grow, but
I don't think it's going togrow exponentially.

Ashley (36:10):
I don't think it's going to be rapid.
No, I don't think it's going tobe like rapid, but do I think
it's going to like happen?

Pete (36:16):
Freelance.

Ashley (36:17):
Yeah, freelance and just traveling and.

Pete (36:21):
Yeah, I don't know about travel, but globally and in the
US freelance numbers are growingrapidly.
And.
But, peter, back to the pointyou brought up earlier.
It is interesting if all these,if there's a system to pay
people in other countries rightTo do the same work that you
could pay for here and that'sbeen happening for a long time

(36:41):
already but not at the companylevel, but at the individual
level, where there's so manyopportunities for people to
connect globally different kindof payment systems that exist
things like Bitcoin, where youcould pay someone out you take
it completely outside of whatthe government wants you to do.
I hope Americans become moreopen to that, because it's going

(37:05):
to make it really hard to becompetitive.
Otherwise, again, I'm alwayscoming from the perspective of
why does the employee-employeerelationship depend on all these
things that have nothing to dowith work?
It doesn't make sense to me.

Peter (37:19):
I think it's just because it's always been that
way and it's like familiarity.
I think that's what it boilsdown to familiarity, and it's
always been that way.
So that's why no one's pushingit.
They're like sure it should bea more medium.

Pete (37:32):
That hasn't changed and evolved, even though technology
has changed and evolvedsignificantly, and that
traditional way of working is.
It's shrinking.
That we know.
The numbers indicate that it'sshrinking.
So, ashley, are we ready foranother video?

Ashley (37:51):
Yes, so this one is basically like nine to five
versus freelancer.
Which is better?
So we can continue our argumenthere.

TikTok Video (38:02):
Okay, the nine to five model is quite broken in
2020.
Tim Ferriss wrote the four hourwork week in like 2005 or
something.
Yeah, and that's still sorelevant today.
It's crazy, and I think thecontractor and the freelance
model can work if people aresmart, cause you've got to
understand when you're acontractor and you're
freelancing, you don't getholidays, you don't get sick
days, you get paid more money,but if you spend more money,

(38:23):
then you're going to be reallyin a lot of trouble and you've
got no security.
So people like fantasizingabout being a freelancer and
stuff, and it's good if you'resmart with your money, but
there's a lot of downsides to itas well it's freedom, with the
cost, the nine to five modelOops freedom with the cost.

Pete (38:36):
Did he say his parents read the four hour work week?
Is that what he said?
I have a copy of it.

Peter (38:42):
2004 was ahead of its time.
I'm like what 2004?
That was like two years ago,right.

Pete (38:47):
But I think my copy of it's right there.
It's really old, but no, I meanthat was my introduction to a
different way to work and adifferent way of looking at
again I continue to say thetraditional relationship that
has so many flaws to it.

Peter (39:05):
I thought it's interesting that.

Pete (39:08):
I mean they basically said what we're saying, it's you
know that you don't have thatsafety net, which I think is why
people is scary to people.

Peter (39:14):
They're like I got to do it on my own.

Ashley (39:17):
Yeah, like freedom with the cost, like that's literally
it.
Like you can have your freedombut you might not have job
security and everything elsethat comes along with it.
But you know this, so it's yourchoice.

Pete (39:29):
So so Bella made this comment, which I think is really
sums up a lot of what we'retalking about Whether you're
freelance or an employee, youhave to be disciplined to work
autonomously.
I wonder what would you guyssay?
Is it like?
What percentage of people, ifyou subscribe to what I believe,
which is you either are suitedfor that or you're not?

(39:52):
What do you think the split is?

Peter (39:56):
Are self-disciplined enough to succeed in it.
So I think I think it would saymaybe a third are
self-disciplined enough to like,do fine.
A third are, like,self-disciplined enough because,
that's say, it's degrees areself-disciplined enough to get
along but they're not gonna likeexcel.
And then there's a third whoabsolutely can't do it.
I would break it down to thirds.

Ashley (40:14):
I feel like it's also gonna change because again, gen
Z, like a lot of us, are justworking remote, so we're
learning to be successfulthrough this environment, not
through working in an office.
I feel like that percentagecould change.

Pete (40:27):
Do you think that your generation's gonna be worse off
professionally you're not gonnaevolve as fast because of that
or do you think it may benefityou ultimately?

Ashley (40:36):
I think we've talked about this before.
My opinion on that is I thinkwe're gonna benefit from it
because we have all thistechnology right in front of us.
So like if I wanted to do aneducational class and we have
like AI now, like I feel likethere's just so much more
opportunities being home andlike it's not that you can't

(40:57):
still develop and learn fromother coworkers.
You can still zoom.
You have like Slack now andother like things where you can
communicate with each other andcall each other with the click
of a button.
If anything, it might be easilyaccessible to access coworkers
and ask them for help now,versus than it was like in the
office.
Like Pete, for example, I canmessage you something on Slack

(41:20):
and I know you'll get to me likequick, versus if I was working
in an office with you.
I feel like it would be harderbecause I'd have to knock on
your office door and you mightnot be there, like that whole
ordeal.

Pete (41:32):
That's interesting perspective.
People need to just walk intomy office.

Peter (41:35):
So I feel like that was.
It's the opposite for me.
Like I mean, people call me onSlack and I always get the
notifications, but I wouldalways, I would have people just
straight up walk into my office.
I'd be like doing somethinglike hello, can I help you?

Pete (41:48):
I would tell you that benefit is lesser than the
benefit of having so many peoplearound you that you could just
turn and talk to your peers.
And yes, you can do that.
But it has to be planned and ithas.
You have to take action.
It doesn't just happennaturally, because you're going
to lunch with people every day,you're seeing them in the

(42:10):
hallway, you sit next to them.
So I do worry that you guys aremissing out on an important
part of professional evolution.
That just happens by beingaround like-minded people,
people who are seeing you'remore knowledgeable because,
while you have quick access,it's just not as frequent.

Peter (42:31):
The mentorship angles.
That's totally valuable.
I would say, like you know, yousay you're a software developer
and you're working and not evennecessarily same office but
same buildings as somebody who'sa senior software developer,
who's got 10 more yearsexperience yeah, you see them at
lunch, you go.
You, maybe you go to lunch,maybe you get along with each
other.

(42:51):
You bring up a problem Likethat just on the fly type of
thing, as opposed to having to.
I got a schedule mentor timewhere I sit down and think of
all my maybe I don't rememberall my questions, but if it's on
the fly and like I can't figurethis thing out, I talk to
somebody who's been doing it for10 years.
Maybe they, you know, they giveme those little things.
I can see that being somethingthat's missed out for people

(43:13):
who've never worked in thatenvironment.
So I'll concede that point forsure.

Pete (43:18):
Yeah, I'm trying to relate it to my own evolution,
but I say I'm envious of youguys.
I've learned so much from somany people and really, Ashley,
like you, don't get to interactwith people in different
departments, different positions, like you would.
You barely know them.
If we're being completelytransparent about that, you know
them but you don't interactwith them very often, and when

(43:40):
you do, it has to be planned andforced, but it's not the same.
You don't develop the samebonds and friendships that
matter.
All right, so you want to.
Let's talk about a couple ofcomments here.
I mean, Stacey said that weshould first start freelancing,
so doing it a long time, shecommented earlier, a rate was
higher than the corporate job.

(44:01):
I had my pay deposited toaccounts.
The second account was savingsfor PTO holidays.
So that and I love thatstatement because that's
something in contract staffingI've encountered for a long time
where a direct employee making$50,000 a year may be sitting
right next to an employee making$30 an hour, which is the

(44:22):
equivalent of, you know, closerto $60,000 a year.
And why is that right?
Why is the hourly person?
For that very reason, Becausethe company's not paying for
those extra perks.
And so, in a perfect world forme it would be that would be an
option.
It would almost be a la cartefor an employee.
Do you want more money in yourpaycheck, or do you want, do you

(44:44):
want these perks and benefits?
It's not that simple in ourcurrent environment, but I think
what Cissy said is right onpoint.

Peter (44:50):
Well, what we mentioned also like that is.
That's an especiallydisciplined view of it.
How many people are disciplinedenough to set up two accounts
and do that as opposed to justtaking it all and being like I'm
going on vacation?

Pete (45:02):
Yeah, it's all I mean how many of us are disciplined to
save money anyway regardless?

TikTok Video (45:07):
right, so I don't think.

Pete (45:09):
I think if you're not disciplined enough to do that
with a normal paycheck, thenyou're.

Peter (45:14):
Yeah, that could be at least it wouldn't the normal
page.
That's where the people, youknow, the people who aren't that
discipline, at least with anormal day, they're forced to
have, you know, put in moneytowards health insurance or
whatever, because they don'thave the option of their bodies.
So I guess that's the, that'sthe upside of it.

Ashley (45:32):
I agree.
All right, so Freelance was ourconclusion freelance or nine to
five, which is better?

Pete (45:43):
Well, who's who suited for it, right?
I mean, that's really that'swhat the topic is.
Is Millennials first right, ourmillennials as a generation
blanket statement suited forfreelance work.

Ashley (45:57):
Maybe some, but I was.
I mean, I can't make a bling.

Peter (46:00):
I would say it's 5050, because we're kind of in between
.
We went from being in an officeto now being used to, you know,
the more remote type work andthe rise of the digital age was
right in the middle of our, like, professional growth.
So I think that there's a lotof people who kind of are used
they there, they prefer the oldway, that the employer Benefits

(46:21):
way and then.
But I think there is, Iprobably I would say I'll say
I'll even go this far, I'll say60, 66, you know, two-thirds of
the people are probably morenine to five and one employer
benefits.
Only about a third of them areAre gonna be pushing that, that
freelance thing, at least withmy generation.
That'll be my generalizationthere.

Pete (46:41):
All right, ashley, your take on millennials.

Ashley (46:44):
I'd say 5050 again.
It might work for some, andthen it.
Others are used to the nine tofive, so it's whatever they're
accustomed to.

Peter (46:55):
On the millennials we're about to take on Gen Z so Gen Z
is fine.

Pete (47:00):
So here's the problem with Gen Z in this regard.
We didn't talk about this yet.

Peter (47:03):
What is the problem with their?

Pete (47:04):
topic.
So let me what I did earlierand talk about the generations
I'm not part of, because that'swhat's on about.
This is that your generationactually wants more from your
employer, not perks and benefits, but you care about their
political stance.
Is you compare?

(47:25):
You care about things like esg,which isn't just a whole
different, you know topic.
How are they?
What is their stance on theenvironment?
What is their stance on socialissues, which once again has
nothing to the hot dog vendorwho cares who he's voting for,
right, like that shouldn'tmatter to the person serving the
hot dog.

Peter (47:45):
That's your opinion.
The Gen.

Pete (47:46):
Z.
Yes, in my opinion, but it doesmatter to GenZ and I think that
is.
That is makes a generationsomewhat less prone, in a way,
like to being really autonomouswhere you may.
That's hard to find right, Imean.

(48:06):
That's a, it's limiting the GenZs.

Peter (48:10):
They view it at least the people that I, I know they
view it as more of an extensionof their own, like they demand
that the company has these, youknow this socially responsible,
environmental, like all thesethings, because it's an
extension of Themself and theywant to view themselves that way
.
So the place they work atshould also have those same
Viewpoints, and I think thatthat's where, whereas you're,

(48:31):
you're talking about Gen Xsaying like it's a transactional
, like you pay me money, I, Ispend the money.
Like that's, you know, that'show it works and that's the end
of our relationship.

Pete (48:40):
Well, should it?
Okay?
So here's a question Should itnot be transactional?
Because if you, you have a jobto do, you have a job to do.
Should the relationship Gobeyond that, right?
If you think of the term likecompany loyalty, and you know
why should a company be loyal,why should an employee be loyal

(49:00):
to a company?
It is transactional by natureand when we have those
expectations of loyalty on topof it Once again, it just sort
of blurs what's what's actuallyhappening.
I mean, I'm loyal to my friends, I'm loyal to my family.
I'm not loyal to my community,loyal to my employer.
If I, if they stop paying me,would I be loyal, right?

(49:22):
I mean, I just heard my dogbark.
If I stop feeding my dog, hisloyalty to me is going to end
real quickly, right He'll try toeat me within a week, I'm
pretty sure.
so the concept of loyalty to meputs almost an undue burden on
On a situation that's just anunnecessary burden, rather what

(49:43):
do you think about that?
That's.

Peter (49:44):
That's probably not the most popular thing I could say
no, I, I mean, I agree, I thinkthat I mean that's, that's been
a Thing people are proponents of.
That's the whole.
You know, go, you, go where themoney is.
So the you know.
But you hear a lot of, you seea lot of articles that are
talking about, like, employeeemployees I saw we see it's
millennials, millennials thathave no loyalty anymore, like no

(50:04):
employer loyalty.
They'll just job hop until theyget you know, more money.
But I to me, and that makessense, yeah, you're going to go
to the place that pays youbetter, like if it's a truly
transactional relationship.

Pete (50:16):
But the concept of loyalty anyway, you know people
say, oh they, you know, peopleused to be loyal and work for a
company 30 years.
Well, because the companiestook good care of them.
Okay, those companies wereowned by the Rockefellers and
the Vanderbilt.
They weren't.
They weren't so generous in theway they were taking care of
their employees, right, justbecause people work.
You gotta go watch for 30 years?

(50:36):
I don't.
I just think it's misguided thethe concept of expecting
loyalty one way or the other Inmany cases.
So, yeah, you should do whatyou agree to do, you should
stand by your word, all thosethings.
But um it, you said the wordtransactional.
I mean that's kind of thenature of what the real.
That's how it starts.

Peter (50:57):
Well, that's how it's true.
That's how freelance, you know,really goes, even that's Purely
transactional.
You ask me to do something.
It's gonna take me two hours.
I'm gonna bill you for twohours, that's it.

Pete (51:07):
I mean listen, I don't expect you guys to show up on
Monday if I tell you I'm gonnastop paying you.

TikTok Video (51:11):
Yeah, if.

Pete (51:11):
I go hey, the company's not paying you anymore.
See you Monday.
How loyal are you gonna be?
You should?
That's not loyalty, that's,that's just weird, uh.
Similarly, I don't think Ishould continue to pay you if
you stop doing the job you werehired for.
Right, I might like you, butit's a business, so that should
be the nature of theirrelationship.
Is you think we can ever getthere?

Peter (51:35):
I think we're going we're heading there.
I think we're heading there.
I mean, you, we've seen it withyou know, people's, people's
loyalty goes as far as the, thebenefits, which that's just
competitiveness betweencompanies and the pay.
I think that that's where it is.
I don't think it, you know.
I think company loyalty andsomeone working for the same
company for 30 years is not thenorm anymore.

Ashley (51:59):
I don't think it's a no why not?
Because now everyone just likesjob hopping and if they see a
job that's gonna pay them more.

Peter (52:07):
Throwback to our two.

Pete (52:10):
So anyway, so it was.
Dylan made a comment earlierAbout what's important.
I'm gonna try to find it here,see if I can show it.
Uh, this was some survey thatwas done, not the it biggest
number of participants, butlet's go with it.
Career growth, remote work,total comp, so comps three.
You guys both just said moneyas a reason to change jobs.

(52:31):
This survey says otherwise.
Do you believe those numbers?

Peter (52:36):
Well, it's really behind work life.
I mean, it's a third thing.

Ashley (52:39):
So so what 100 remote work?

Pete (52:43):
But I find career growth interesting because that I
certainly don't associate withyounger generations who are
impatient and expect success tohappen sooner, where career
growth, if it's significant andmeaningful, takes time and
effort.
It's not going to happenquickly and the people who I've
seen change jobs largely overthe past couple of years Haven't

(53:05):
done it for career growth.
They that's not been the reasonthey've they've made the switch
.

Peter (53:10):
That's an ancillary thing, I think, in a lot of
cases.
But if you're good, if you're aWhatever manager, and this
company's offering you a job asa senior whatever manager that's
you know taking it for careergrowth, if they happen to pay
you more, I mean that wouldprobably be the number one thing
.
I would think, although, likethe core into this work life,
flexibility is the number onething that people take into
account.

TikTok Video (53:29):
So I can see that I mean I would think it would be
.

Ashley (53:33):
I feel like work life and remote work like has just
become such a large trend thatpeople are focusing that as a
priority right now and then theylose track of like prioritizing
career growth.

Pete (53:47):
So okay, I feel like we get.
We get here every time.
So what work life balance meanswhat to you?

Peter (53:53):
People work to live.
You don't live to work, that'sthat's what it means.
Yeah, I'm working to support mylifestyle, not I'm not Having a
lifestyle that goes beyond.
That's all like based around my, my job, I guess that's so
what's the term?

Pete (54:05):
I guess what I'm asking is what determines that?
Like what?
Where does the balance lie?
Yeah, because we always hearthe term I need work life
balance.
Well, what does that mean?

Peter (54:14):
Well, it means different things, different people.
I guess some people means likeI only work, you know, 40 hours
a week and I don't want to hear.
Some other people means thatcan I can go to a doctor's
appointment and come in late, ifand it's fine and you know as
long as I get my work done forthe day, type of thing.

Ashley (54:27):
Yeah.

Pete (54:28):
I think it changes, but so you know, you know how to
achieve that freelance.

Peter (54:33):
Yeah, exactly.
Well that freelance work likebalance, is like the number one
benefit.
So you want to, you want totake some, some of it into your
own own hands.
Freelancers for you, that's our, it's our sales pitch for it, I
guess.

Pete (54:48):
So you guys have you guys , let me off easy today.
No, uh, no shots at gen Xbefore we go.

Peter (54:53):
Well, I mean.
Gen X is the shot at you isjust that you, you're always
trying, you keep trying to pitus against each other, like why
are you so contentious?
Why is gen X so contentious?

Ashley (55:04):
Well, well, I think if you want a little feud Next
episode, we should have a memeoff show means that a meme off,
show me Off.
A meme off, show me a meme off.
Okay, about gen X.
Let's see, let's get.
Try to back yourself up.

(55:24):
Um, peter can be in charge offinding means on me.
You can be in charge of findingmeans on Peter, and I'll be.

Pete (55:34):
It's no rules, we're just oh, we're just going crazy.

Ashley (55:37):
Okay, all right.

Pete (55:38):
We're gonna do it.

Ashley (55:40):
Perfect.

Pete (55:41):
You guys have been, you guys have been too friendly to
each other among other thingsYou're supposed to us.
Us uh us.

Peter (55:48):
Uh, young whipper snappers have to stick together
against the, the old guy whothinks that, uh, you know,
walked up hill both ways in snowback in his day.

Ashley (55:58):
Yeah.

Pete (55:59):
All right, I can live with that.
Well, look, I mean I, you knowI, I was raised differently, I
know that.
So my generation was.
We've experienced differentthings.
So have you actually then Inpeter's coddled generation?
So, um, there's a, there's areason why you guys grew up in
the war, in the race.

Ashley (56:18):
I'll make sure to show all this in my memes next week.

Pete (56:21):
Okay, well, wait, we'll save it for the memes.
Let the memes do the talking.
Um.
Well, guys, thanks forcommenting and I'm sorry we
didn't get to all of.
We.
Actually had a lot of greatcomments.
I wish we could.
We'll look through them and seeif we can, uh, incorporate some
of that into future episodes.
And if you have suggestions onwhat you would like to hear us
talk about and you guys canweigh in on, let us, let us know

(56:42):
.
We love the comments and anyfeedback We'll, um we'll be
greatly appreciated.
So, thank you.

Ashley (56:47):
Thank you guys.

Peter (56:48):
Thanks guys.

Ashley (56:48):
See you next time next week.