March 24, 2026

monday.com’s take on the latest work trends - sent on Tuesdays.

Inside this issue

Workplace trends
The AI corner
Maximizing a multi-generational team
Question of the week
Just for laughs
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Workplace trends

Pay

Having a female boss could close the gender pay gap

Companies led by female CEOs had a gender pay gap 4.3 percentage points smaller than those led by men, according to an analysis of more than 40 employers by the Global 50/50 think-tank. Analysts suggest female leaders are more likely to evaluate men and women's potential evenly, and that women feel more confident negotiating salaries when the person at the top looks like them. The catch: female CEOs in the 500 biggest US companies still account for just 11% of the total, according to the Financial Times, making the benefit hard to access for most. Until that changes, the pay gap - currently around 77 cents for every dollar a man earns - is unlikely to close anytime soon.

Relationships

Why dating less is making Gen Z worse at work

Only 56% of Gen Z enter adulthood having been in a relationship, compared to 75% of older generations, according to the Survey Center on American Life. Research by a psychology professor at New York University finds a direct link between that decline and workplace performance - skills like negotiation, compromise, and handling difficult conversations carry over directly from personal to professional life. With Gen Z set to make up nearly 30% of the US workforce by 2030, per the Bureau of Labor Statistics. Experts say the fix requires effort on both sides - managers need to make unspoken workplace norms explicit, while younger workers need to embrace the discomfort of learning them.

The AI corner

Education

AI is making it easier than ever to cheat on your MBA

Unlike traditional classrooms where professors can monitor behavior, online environments give students near-invisible cover to misuse AI, according to the Financial Times. Detection software, including widely used platforms like Turnitin and GPTZero, has proven largely ineffective, struggling to keep pace with rapidly evolving AI models. Making matters worse, AI can write essays in a student's own tone of voice, making misconduct even harder to confirm, says the director of academic environment at Warwick Business School. Schools are responding by shifting toward oral exams and group projects, but the deeper fix has to be cultural, argues the head of school at AGSM, students only grow when they wrestle with hard problems, not when they outsource them.

Authenticity

The race to prove your work is human-made

At least eight separate initiatives are now competing to create a universally recognised "human-made" label, similar to the Fair Trade logo, according to the BBC. Publishers, filmmakers, and advertisers are already adopting stamps like "Proudly Human" and "No AI" as both a marketing tool and a response to growing consumer distrust. The challenge is agreeing on a definition - AI is now so embedded in everyday tools that drawing a clean line between human and machine work is complicated, says Sasha Luccioni, an AI research scientist. Without a single standard, experts warn consumers risk being left more confused than reassured.

Maximizing a multi-generational team

By monday.com

Having a multi-generational team is a huge advantage.

Research from People Management shows that diverse teams are 87% better at decision-making, and McKinsey reports they are 35–39% more likely to outperform financially. Generational diversity can be a major driver of these benefits because people who grew up in different eras tend to approach problems from different angles, leading to stronger and more innovative ideas. Each generation also brings unique strengths, from relationship-building to technological fluency to bold, fresh thinking.

Of course, navigating generational differences can be challenging. Varying communication styles, expectations around work-life balance, and comfort with new technology can create friction if they’re not addressed. As a leader, you can create the conditions where each generation contributes its strengths and learns from the others. The goal isn’t to smooth out differences; it’s to use them to your team’s advantage.

So how can you maximize the strengths of a multi-generational workforce?

Pair experience with fresh perspectives

One of the greatest advantages of a multi-generational team is the combination of long-term experience and new ways of thinking. Employees who have spent years in an industry often recognize patterns, risks, and opportunities that others might miss. At the same time, newer professionals often question long-standing assumptions and introduce new approaches to solving problems. Try intentionally bringing these perspectives together by pairing employees with different levels of experience on projects. For example, you might pair a big-picture-thinking Baby Boomer with an AI-savvy Gen Zer on a project focused on building and scaling customer relationships. When teams collaborate across generations, ideas are both creative and grounded in real-world context, often leading to stronger outcomes.

Key question: “Which team members can I pair to blend experience with fresh thinking?”

Try a knowledge exchange

Different generations often bring different areas of expertise to the workplace. Some employees may have deep subject-matter knowledge, strong client relationships, or strategic insight built over years of experience. Others may be highly skilled in emerging tools, digital workflows, or new ways of collaborating. Encourage your team to learn from one another by creating opportunities for knowledge exchange. This could include informal mentoring, project presentations, or short “show-and-tell” sessions where employees share how they approach their work. When people see that everyone has something valuable to teach, generational differences start to feel like a resource rather than a divide.

Key question: “Where can my team create more opportunities for knowledge sharing?”

Let each generation shape communication

Communication styles often vary across generations. Some employees prefer quick digital messages, while others lean toward more structured conversations or meetings. Rather than forcing one style on the entire team, use these differences to improve clarity and collaboration.
Define when each type of communication is most effective. For example, quick updates like project statuses might live in a designated messaging channel, while strategy sessions require a meeting. By blending different approaches, teams often create systems that are both efficient and thoughtful.

Key question: “How can your team combine different communication styles to work more effectively together?”

Use AI as a bridge between generations

New AI technologies are changing how work gets done, and employees across generations may approach these tools differently. Some team members may quickly experiment with AI and automation, while others may take a more cautious approach and want to understand how it fits into their workflow. You can turn this difference into a learning opportunity. Encourage those experimenting with AI to share their discoveries, while inviting more experienced employees to guide where these tools should be applied strategically. When teams combine curiosity with seasoned judgment, AI becomes a powerful support system rather than a source of division.

Key question: “How can you combine experimentation and experience to use AI more effectively as a team?”

Make multi-generational teams work better

Managing different working styles doesn’t have to feel complex. With monday.com, you can centralize workflows, streamline collaboration, and help every generation do their best work-together.

Explore monday.com →

Water cooler chatter

Wired headphones are back. Revenue jumped 20% in the first six weeks of 2026, according to analytics firm Circana, as consumers ditch Bluetooth in favor of cables. The trend is part style statement, part tech backlash as dangling wires have become fashion, with many crediting the rise of AI with making them nostalgic for simpler technology.

"It feels like a lot of people are almost turning on technology because it's becoming so advanced. I think there's a general group mindset where we're like, 'I don't like how this feels.'"

Aryn Grusin, social worker

A CEO went viral for eating his own burger like he'd never seen one before. When McDonald's chief executive posted an awkward taste test on social media, the internet erupted - memes multiplied, and the clip became a symbol of the gap between corner-office culture and the real world. The unexpected twist: sales went up, proving that in today's workplace, even a cringe moment can be good for business, according to Axios.

"Virality is a product of putting a lot of shots on goal. Kempczinski has been showing up day after day, week after week, for years on social media."

Sara Wilson, founder, SW Projects

Question of the week

Last week’s answer: 39%
This week’s question: What percentage of small businesses struggle to find candidates with AI skills?

Just for laughs

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Maximizing a multi-gen team

AI Analysis