Young people's spending and saving habits are far different than that of any previous generation.

The average Millennial or Gen Z-er does not have a well-detailed financial plan, which is why they find themselves failing to save money. As a result, they find themselves strapped for cash and have to turn to alternative options to make up the difference.

What type of financial education do young people need to ensure they have some security in the future?

Phil Budden, a senior lecturer on innovation and entrepreneurship at MIT’s Sloan School, calls Big Tech hiring freeze a “major boost” for climate start-ups. “All of a sudden engineers are available in the wider world… There’s greater hope that climate tech will take off.”

Climate technology companies offer an array of work. Some firms create software to measure greenhouse gas emissions better. Others create materials like cement and steel without using carbon.

Record fundraising and renewed government support have put the climate tech sector in an enviable position to absorb the talent Silicon Valley is cutting back on.

Ever since she was a 10th grader in Seattle, Annalice Ni wanted to develop software for a prominent tech company like Google.

In high school, Annalice took computer science courses, interned at Microsoft and volunteered as a coding teacher for younger students. She majored in computer science at the University of Washington, earning coveted software engineering internships at Facebook. After graduating from college this year, she moved to Silicon Valley to start her dream job as a software engineer at Meta, Facebook’s parent company.

Then last month, Meta laid off more than 11,000 employees — and she was one of them.

Big Tech’s hiring freeze is leaving talented college grads, like Annalice out in the cold.

Money can’t buy (your employees’) love.

According to the Bureau of Labor statistics, the official “quit rate” in the U.S. labor force remains elevated above pre-pandemic levels.

Employers increased base pay, so what gives? A Gallup analysis found that engaged employees require a 31% pay increase to consider taking a job with a different organization; whereas unengaged or actively disengaged employees, on average, only want a 22% pay increase to change jobs.

So, while pay matters, the worker experience and company culture is critical to retaining your employees.

“Quiet quitting" – when employees disengage and become less productive without formally quitting – can be just as damaging to a company as when employees leave? 🤯

This article from SmartBrief highlights that the primary driver of employee engagement is not rational, but emotional.

Inflation has cooled to 7.1 percent. That is good news – but it still has a long way to fall.

This article from Reason Magazine also notes that the recent fall in inflation is due to a decrease in demand – which can lead to a decrease in economic activity.

It's a delicate balance, and one worth watching.