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Tag: Gen Z workforce

  • Student Career Planning Tools That Actually Engage Students (And Don’t Feel Like Homework)

    Student Career Planning Tools That Actually Engage Students (And Don’t Feel Like Homework)

    It is a Tuesday afternoon, and a high school counselor asks a room full of juniors to log into the district’s career portal. Immediately, a collective groan fills the room. The students know exactly what is coming next: a 100-question, multiple-choice personality quiz that feels exactly like a standardized test.

    For decades, career exploration has been treated as an academic chore. We force students to read dry descriptions of job titles and fill out static PDF worksheets. Consequently, students click through the exercises as fast as possible just to get a completion grade. They absorb absolutely nothing.

    If we want to prepare the next generation for the rapidly changing 2026 economy, we have to change our approach. Student career planning tools must stop feeling like mandatory homework and start feeling like a dynamic, personalized roadmap to financial independence.

    Here is why traditional EdTech is failing to capture student attention, and how forward-thinking districts are utilizing modern platforms to make career readiness genuinely engaging.

    The Problem with Legacy Tech: The Worksheet Mentality

    Before we can improve student engagement, we must understand why the current system is failing.

    Today’s students are digital natives. They consume highly personalized, algorithm-driven content every single day. However, when they log into legacy career platforms, they are met with clunky interfaces that look like they were built in 1998.

    As we discussed in our recent article on How Student Career Planning Tools Are Replacing the Outdated “Guidance Class”, traditional software relies heavily on text-heavy assessments. When a platform asks a 15-year-old to read a three-page article on “How to Become an Accountant,” it triggers instant boredom. It feels like an assignment rather than a journey of self-discovery.

    Furthermore, this outdated approach leads directly to EdTech fatigue. When software fails to engage the end-user, adoption rates plummet, and the district’s investment goes entirely to waste.

    What Gen Z Actually Wants from Career Readiness

    To build a program that students actually want to use, administrators must design with the student in mind. According to a recent study by Gallup on Gen Z and the workplace, this generation cares deeply about purpose, skill-building, and immediate relevance.

    Therefore, your student career planning tools must deliver on three specific fronts:

    A. Dynamic, Living Portfolios (Not Static Resumes)

    Teenagers generally do not have enough work experience to fill out a traditional one-page resume, making the process highly intimidating. Instead of forcing them to write a resume, modern tools help them build Dynamic Student Profiles.

    When a student can upload a video of a robotics project, link to a creative writing portfolio, or showcase a digital badge they earned in an extracurricular club, career prep suddenly becomes a highly engaging exercise in personal branding.

    B. Instant Translation of Hidden Skills

    Students often do not realize how capable they already are. A student who manages a 50-person guild in an online video game is actively practicing leadership and resource management.

    Highly engaging student career planning tools act as a translator. They show students how their everyday hobbies and school projects map directly to highly sought-after transferable skills, instantly boosting their confidence.

    Three Ways to Make Career Planning Highly Engaging

    If you are a district superintendent or a counseling director looking to revamp your EdTech stack, look for platforms that incorporate these three engaging elements.

    1. Shift from Job Titles to Skill Playlists

    Asking a 16-year-old to pick a lifelong job title is terrifying. It induces anxiety. Instead of focusing on titles like “Mechanical Engineer” or “Marketing Manager,” modern platforms focus on building skill sets. By using an interactive career map, students can explore different industries based on what they naturally enjoy doing, making the exploration process feel fluid and low-pressure.

    2. Connect Them Directly to the Real World

    Nothing kills engagement faster than theoretical advice. If you want a student to care about their future, get them out of the building.

    The best technology seamlessly integrates with Work-Based Learning (WBL) programs. When a career platform allows a student to click a button and immediately apply for a local micro-internship, a job shadow, or a virtual mentorship with a real CEO, the stakes become real. It is no longer homework; it is an actual job hunt.

    3. Automate the “Boring” Stuff for Counselors

    When students are engaged with a self-guided, intuitive platform, counselors no longer have to act as tech support. By streamlining case management, counselors can spend their time having deep, meaningful conversations with students about their fears and aspirations, utilizing the human qualities that AI cannot replace.

    The ROI of High Student Engagement

    Why does student engagement matter to the district’s bottom line? Because data relies on participation.

    If students are blindly clicking through their career assessments, your district is collecting garbage data. Consequently, when it is time to conduct your annual EdTech impact measurement and program evaluation, you will have no real proof that your career and technical education (CTE) programs are actually working.

    However, when students genuinely enjoy using their student career planning tools, they log in frequently. They update their skills, interact with local employers, and map their progress. This provides administrators with crystal-clear, accurate data to secure future state and federal funding.

    Career Prep Should Spark Excitement, Not Dread

    Your students are brilliant, adaptable, and eager to succeed. If they are disengaged during guidance sessions, the problem is not the students, it is the software.

    It is time to eliminate the 100-question personality quizzes and the static paper worksheets. By investing in modern, dynamic platforms that prioritize transferable skills and real-world employer connections, you can transform career readiness from a mandatory chore into the most exciting part of a student’s educational journey.

    Are you ready to see a career platform that students actually want to use? Stop paying for EdTech that feels like homework. Visit Anutio.com to explore, and book a demo with our team today to see how our dynamic Student Profiles and Work-Based Learning tools can instantly boost engagement across your entire district.

  • 5 Signs an Employer Is Ready for the Future (and Why You Should Care)

    5 Signs an Employer Is Ready for the Future (and Why You Should Care)

    We live in a time where every company loves to call itself “innovative,” “digital-first,” or “future-ready.” But how many actually are?

    If you’re job-hunting, career-switching, or simply figuring out your next move, understanding which employers are truly built for the future could save you from burnout, boredom, or regret. The modern workforce is changing faster than ever and only adaptable organisations will survive.

    The good news? There are patterns. From how they treat their people to how they use technology, future-ready employers leave clear clues.

    Let’s break down the five biggest signs that show an employer isn’t just surviving, they’re future-proofing.

    1. They Prioritize Continuous Learning and Skill Development

    In a world where new tools, technologies, and roles pop up every few months, learning is the new job security. According to LinkedIn’s Workplace Learning Report, 94% of employees say they would stay at a company longer if it invested in their learning and development.

    That’s huge.

    Future-ready employers understand that education doesn’t stop after onboarding. They provide access to online learning platforms, mentorship programs, or even in-house “learning labs.”

    You’ll know a company values growth when they talk about upskilling, not just productivity. They’ll celebrate curiosity, give time for experimentation, and reward progress, not just perfection.

    So if you hear things like “We cover professional certifications” or “We offer learning stipends,” pay attention. That’s your first big green flag.

    2. They Embrace Technology but Keep the Human Touch

    Let’s be honest: digital transformation has become the most overused phrase in business. But the real question isn’t if a company uses tech, it’s how they use it.

    A truly future-ready employer integrates technology to make work smarter, not colder. According to PwC’s Future of Work report, forward-thinking companies are investing in automation, AI, and analytics to reduce repetitive tasks, so humans can focus on creativity, strategy, and innovation.

    You’ll notice these companies talk openly about digital tools that empower employees instead of replacing them. They use data to improve decision-making but still prioritise empathy and emotional intelligence in leadership.

    It’s that balance, the mix of machine precision and human heart, that separates future-ready companies from those stuck in the past.

    3. They Build a Culture of Flexibility, Not Just “Work-from-Home”

    Flexibility is not a benefit anymore. It’s a mindset.

    The pandemic changed how we view work forever, but some companies are still trying to drag people back to the “old normal.” Meanwhile, future-ready organisations have realised that flexible work is not about where you work, it’s about how you work.

    These companies build systems around trust, clear communication, and outcomes. You’ll often find asynchronous collaboration tools, results-driven performance metrics, and flexible hours.

    If an employer talks about output instead of clock-ins, celebrates balance, and trusts people to manage their time, you’re looking at a workplace built for the future.

    4. They Care About Purpose and People as Much as Profit

    In the past, companies were all about “maximizing shareholder value.” Now, the best ones are focused on maximizing human potential.

    A future-ready employer doesn’t just have a purpose statement buried on their website; they live it daily. You’ll see it in how they support mental health, build inclusive teams, and contribute to social good.

    They’ll talk openly about diversity, sustainability, and well-being, not because it’s trendy, but because it’s part of their DNA.

    When you find a company that aligns with your personal values and proves it through action (not just PR), that’s a future you actually want to grow in.

    5. They Invest in Leadership That Listens, Adapts, and Evolves

    Here’s one of the most underrated future-ready traits: leadership adaptability.

    In companies that thrive, leaders aren’t distant figures, they’re active listeners. They treat feedback as fuel, not criticism. They promote psychological safety, where ideas and concerns are welcomed rather than punished.

    If an employer’s leaders talk about inclusion, innovation, and personal accountability, you’re in good company. But if they still manage through fear, silence, or hierarchy, that’s a flashing red light.

    Great leaders build future-ready teams by empowering, not micromanaging. They know the next decade of work isn’t about control, it’s about collaboration.

    They’re Data-Informed, Not Data-Obsessed

    Future-focused employers know the power of data, but they don’t let it rule everything.

    Yes, they use analytics to make better decisions, but they also recognize that numbers never tell the full story. The best organisations pair data with empathy, using it to understand why things happen, not just what happens.

    That’s the kind of company you want to grow in, one that values both smart systems and smart people.

    The Future-Ready Test

    When you’re evaluating a job or employer, don’t just look at the salary, benefits, or brand name. Look deeper.

    Ask yourself:

    • Do they invest in learning?
    • Do they empower with technology, not replace people with it?
    • Do they trust their teams and value flexibility?
    • Do they stand for something meaningful?
    • Do they have leadership that listens?

    If the answer is yes, congratulations, you’ve found an employer that’s not just reacting to change but creating the future.

    And that’s exactly where you want to be.

  • Why Your Company Culture Might Be Scaring Away Top Young Talent (and How to Fix It)

    Why Your Company Culture Might Be Scaring Away Top Young Talent (and How to Fix It)

    I’ve worked with dozens of teams and reviewed heaps of research, and there’s one thing that’s become crystal clear: you can’t rely on job titles and salary figures alone to win over today’s young professionals.

    The landscape has shifted. If your company’s culture isn’t aligned, you’ll see resumes trickling in, but you’ll also see them leaving just as fast.

    Here’s why your culture might be scaring away top young talent (and how to fix it).

    The Culture Disconnect: What Young Talent Actually Sees

    Young professionals today aren’t just looking for a job. They’re looking for belonging, growth, and meaning. They want to know the company they join matches their values. As one study on the importance of employer branding in recruiting young talent explains, this new generation values authenticity, transparency, spontaneity, and a clearly defined purpose.

    So what happens when culture doesn’t deliver? They apply, they interview, they accept, then within a few months they feel disconnected. They ask: “Am I valued here? Can I grow? Does this place stand for something?” If the answers are thin or vague, they’re gone.

    A survey by Robert Walters found that while 90 % of employers believed “cultural fit” was very important, 82 % of workers had disliked their workplace culture at some point, and 73 % had actually left because of it. That’s a big red flag.

    Top Culture Killers That Younger Professionals Notice Fast

    Here are the key cultural toxins that drive talent away and yes, almost any company can fall into these traps:

    • Lack of psychological safety. Young employees want to speak up, test ideas, and learn from failure. If your environment penalizes mistakes, they’ll check out. Research on why good company culture attracts talent shows that psychological safety ranks as one of the top features candidates value in a workplace.
    • Opaque values. When your mission and values are unclear or only exist on your company website, candidates notice. Culture isn’t just perks and slogans. A company that doesn’t live its values will struggle to retain people, something the team at The Recruitment Org emphasizes in their research on employer branding.
    • No clear growth or development. For many of today’s young professionals, salary is a baseline. The real question: “How will I grow here?” If you’re not giving answers, you’re losing them.
    • Work-life imbalance disguised as “dedication.” Flexibility, remote/hybrid options, and balanced expectations are no longer optional. Ignoring them signals your culture is outdated. Enterprise Nation highlights how offering flexibility and autonomy makes young employees more loyal and engaged.
    • Culture mismatch during the recruitment journey. When what you sell versus what they see doesn’t match, trust disappears. The Robert Walters guide also advises companies to communicate culture clearly during hiring, not just once employees have joined.

    Fixing the Culture: What You Can Do Right Now

    Enough problems, now let’s talk solutions. If you’re serious about attracting the best young talent, these moves will help you move from “meh” to magnetic.

    a) Reinvent your values & mission and show them in action.
    Don’t just update the “About Us” page. Embed the mission into how decisions are made, how success is measured, and how people are recognized. When your culture truly means something, candidates pick up on that instantly.

    b) Build transparency and psychological safety.
    Encourage open communication. Let people fail without fear. Let them challenge ideas respectfully. Addition Solutions notes that organisations that actively promote trust and transparency see stronger talent attraction and retention.

    c) Prioritise growth, not just tasks.
    Young professionals want paths: learning, development, and upward mobility. If all you’ve got is “You’ll do X, Y, and Z for five years,” you’re going to lose them. Design roles with mentorship, stretch projects, and career progression.

    d) Flexibility is non-negotiable.
    Whether it’s remote, hybrid, or flexible hours, these aren’t perks anymore; they’re expectations. Failing to adapt signals your culture is stuck in the past. Enterprise Nation’s guide points out that businesses embracing flexible models attract 3x more early-career talent than those that don’t.

    e) Match your external story with internal reality.
    Your recruitment story can’t be all about free snacks and ping-pong tables while nobody feels heard inside. Authentic Employer Value Propositions (EVPs), as defined on Wikipedia, help bridge this gap by showing genuine employee experience, not marketing fluff.

    f) Involve everyone, especially leadership.
    Culture isn’t just HR’s job. Senior leaders set the tone. If your executives don’t live the culture, everyone else will sense it. Robert Half explains that authentic leadership directly influences engagement, innovation, and team retention.

    Culture Metrics for the Real World

    If you want to prove culture is being fixed (not just talked about), track things like:

    • Offer-acceptance rate among younger candidates
    • Employee tenure of younger hires (6-12 month, 18-month markers)
    • Internal survey feedback around “I feel I can speak up” and “I see growth for me here”
    • Number of internal promotions or lateral moves in a 12-month window
    • Glassdoor-style reviews and external employer feedback

    These help you spot where things are working and where you still have a gap.

    Culture as Your Competitive Edge

    Salary will almost always be table stakes. What really makes the difference is culture, the everyday experience of what it’s like to work at your organisation.

    If you get culture right, you don’t just compete for talent, you win it. You build a reputation, an employer brand that others see and want. You create a place people are proud to join and reluctant to leave.

    And when you attract young professionals who feel aligned, engaged, and respected, the payoff is real: innovation, dedication, and retention become your competitive edge.

    Let’s stop being surprised when great candidates pass on our offers. Let’s fix the deeper issue. Culture matters, and it’s time we make it count.

  • How SMEs Can Compete with Big Brands in Attracting Young Professionals

    How SMEs Can Compete with Big Brands in Attracting Young Professionals

    When you’re a small or medium-sized business, competing with big brands for young talent can feel impossible. They have the shiny offices, the global recognition, the perks that make job seekers drool. Meanwhile, you’re juggling budgets, wearing multiple hats, and just trying to get noticed.

    But young professionals aren’t just chasing prestige anymore. They’re chasing purpose, flexibility, growth, and connection. And that’s where SMEs can win big.

    If you can build a company that feels human, offers real growth, and gives people a chance to make an impact, trust me, you’re already more attractive than half of those big corporations.

    Here’s how SMEs can level the playing field.

    1. Redefine What “Opportunity” Looks Like

    For years, big brands have sold the idea of “opportunity” as hierarchy: get in, climb up, and one day you’ll get a corner office. But Gen Z and Millennials think differently. They want growth now, not later.

    That’s where SMEs have a huge advantage. You can offer hands-on exposure, faster learning curves, and the freedom to wear many hats, something large corporations can’t replicate easily.

    When you talk about roles, don’t just list responsibilities, talk about impact. Let candidates know how their work shapes outcomes, builds communities, or drives innovation. That’s what attracts the best.

    2. Sell Your Culture, Not Your Size

    Here’s the thing: culture isn’t built by money, it’s built by people. And that’s a weapon SMEs often overlook.

    According to a Robert Walters workplace study, 73% of professionals have left a job because of poor culture. That’s how powerful it is.

    Young professionals are attracted to workplaces where they can be themselves, feel heard, and have room to grow. As an SME, you can easily build that environment by keeping communication open, encouraging collaboration, and recognizing wins publicly.

    Your advantage? Authenticity. Big brands often talk about culture, but in smaller teams, employees can feel it.

    So lean into that. Show your people. Share your story. Celebrate your team’s wins on LinkedIn, highlight birthdays, milestones, even inside jokes. Candidates scrolling your page should think, “I want to be part of that vibe.”

    3. Be Transparent and Purpose-Driven

    One of the biggest shifts in today’s workforce is the hunger for purpose.

    You don’t need to be solving world hunger, but you should have a clear why. Whether that’s supporting local businesses, championing sustainability, or improving digital access in your community, make it known.

    When young talent sees that you’re not just chasing profits but actually care about people and progress, they pay attention.

    And don’t just say it. Show it. Post your volunteer days, sustainability practices, or your “behind the scenes” work culture. The more human you appear, the more magnetic your brand becomes.

    4. Use Flexibility as a Competitive Edge

    Most large companies still struggle with flexibility. Their size makes it hard to move fast or customize policies. But as an SME, you can pivot quickly, experiment, and listen to your team.

    A study by Forbes noted that flexibility is now a top decision factor for young job seekers, often ranking higher than salary.

    That means offering remote or hybrid work, flexible hours, or “focus days” can instantly put you ahead.

    Your goal isn’t to copy corporate benefits, it’s to give people freedom and trust. A culture of flexibility says, “We care about outcomes, not clock-ins.” That’s music to Gen Z’s ears.

    5. Build a Strong Employer Brand (Even on a Budget)

    Think branding is only for giants with million-dollar campaigns? Think again. You can build employer visibility with smart, consistent storytelling.

    Start by defining your Employer Value Proposition (EVP), what makes your company unique to work for.

    That means your digital presence matters, a lot.
    1. Update your website’s careers page with real employee testimonials.
    2. Post short behind-the-scenes videos on social media.
    3. Highlight mentorship programs, team bonding, and client impact.

    You don’t need a massive ad budget. Authenticity outperforms polish every time. People connect with real stories more than perfect graphics.

    6. Leverage Technology to Simplify Hiring

    You don’t need an entire HR department to hire effectively. Use the tech tools available.

    Platforms like Workable or Breezy HR make it easy to manage applications, screen candidates, and schedule interviews efficiently.

    Want to get more eyes on your job listings? Post on niche platforms where young professionals hang out, like AngelList for startup-minded talent, or creative hubs like The Dots.

    And don’t underestimate social recruiting. LinkedIn, Instagram, and even TikTok have become powerful spaces to showcase company culture and connect with younger talent directly.

    7. Offer Growth, Not Just Roles

    Here’s something every SME leader should know: young professionals don’t just want jobs, they want journeys.

    The number one reason Millennials leave a job is lack of development opportunities.

    So don’t wait until your company is “big enough” to invest in learning. You can start small:

    • Provide access to online courses or certifications.
    • Set up a mentorship program (even peer-to-peer).
    • Encourage passion projects or innovation days.

    Growth is your magnet. If you help employees build their skills and portfolios, they’ll build your business with double the energy.

    SMEs Have What Big Brands Can’t Buy

    SMEs may not have unlimited budgets or massive brand names but they have something far more powerful: agility, heart, and authenticity.

    You can make decisions faster, connect personally with every team member, and build a company that actually feels human.

    Young professionals today crave belonging, purpose, and flexibility, and those are areas where smaller companies shine brightest.

    So, while big brands fight for visibility, you can quietly win by offering something they can’t: real experience, real impact, and real connection.

    That’s how SMEs compete and win.

  • The Rise of the Purpose-Driven Employee: Why Salary Isn’t Enough Anymore

    The Rise of the Purpose-Driven Employee: Why Salary Isn’t Enough Anymore

    There’s a new kind of employee in town, and they’re not just working for money anymore.
    They want meaning. They want to wake up knowing that what they do matters.

    If you’ve been wondering why salary increases aren’t fixing your retention problem, or why younger hires seem less “motivated” by bonuses, you’re not alone. The workforce has changed dramatically and employers who don’t catch up risk losing their best people to those who understand the new rules of engagement.

    Welcome to the era of the purpose-driven employee.

    Why Purpose Is the New Paycheck

    Salary still matters if we’re being honest. We all have bills to pay. But what’s shifting is what makes people stay.

    According to WeThrive, over 90% of workers would take a pay cut if it meant working for a company that gives them a sense of purpose. That’s not just a cute stat, it’s a wake-up call.

    People are tired of jobs that drain them emotionally while rewarding them financially. They’re asking new questions:

    • “Does this job reflect who I am?”
    • “Does my company actually stand for something?”
    • “Am I doing something meaningful or just surviving?”

    When employees can’t find clear answers, they leave, sometimes for less money, but more fulfillment.

    The Employee Mindset Has Changed

    In the past, job loyalty was almost automatic. You got hired, did your work, collected your paycheck, and maybe stayed for 20 years. Today? Loyalty is earned.

    The modern workforce, especially Millennials and Gen Z, grew up in a world of crisis, creativity, and constant change. They care about social impact, mental health, flexibility, and fairness. They want employers who value growth over grind.

    Research shows that purpose-driven organisations have up to 40% higher employee retention. That’s because people are not just showing up, they’re showing up for something.

    And that changes everything.

    Why Salary Alone Doesn’t Work Anymore

    There’s this old belief that if you pay people more, they’ll automatically perform better. But as The Training Associates explains, that’s not entirely true anymore.

    When work becomes more complex, creative, and digital, money stops being the main motivator. Sure, it gets people through the door, but it doesn’t keep them inspired.

    People need three things to thrive:

    1. Autonomy – the freedom to make meaningful decisions.
    2. Mastery – the chance to get better at what they do.
    3. Purpose – the belief that their work has an impact.

    If any of these are missing, even a six-figure salary can start to feel empty.

    Author Daniel Pink captured this perfectly in his book, Drive: The Surprising Truth About What Motivates Us. He explains that once basic financial needs are met, real motivation comes from a sense of purpose and growth, not just a bigger paycheck.

    What a Purpose-Driven Workplace Looks Like

    A purpose-driven workplace isn’t about posters, hashtags, or mission statements that no one reads. It’s about connection.

    Employees want to feel the company’s mission, not just hear it in an orientation speech.
    They want to see it in how leadership behaves, how decisions are made, and how success is measured.

    According to Rise People, organisations that successfully embed purpose create it through four main actions:

    • Authenticity: Walking the talk, living your values, not just listing them.
    • Transparency: Being open about goals, failures, and decisions.
    • Growth: Helping employees connect their personal goals with company goals.
    • Empowerment: Giving teams ownership and trust.

    The truth? People don’t work for companies anymore—they work with them.

    How Employers Can Build a Purpose-Driven Culture

    Here’s where things get practical. You don’t need to be a massive organisation to build purpose into your culture. You just need to be intentional.

    1. Clarify your mission and live it daily.
      Your purpose should show up in how you treat clients, employees, and even vendors. When everyone can explain why your company exists (beyond profit), you’ve nailed it.
    2. Connect each role to impact.
      Don’t just give people job descriptions. Help them see why their work matters. When an employee can say, “What I do here makes people’s lives better,” you’ve already won half the battle.
    3. Encourage growth and autonomy.
      Let employees experiment, make suggestions, and even fail safely. Purpose thrives where people feel trusted.
    4. Celebrate meaningful wins.
      Recognition goes beyond KPIs. Celebrate when a project helps a client, a team supports one another, or an idea sparks innovation. Those are purpose moments.
    5. Be honest about challenges.
      Employees respect transparency. If times are tough, say it. People rally around honesty, not perfection.
    6. Lead with values, not ego.
      Leadership in purpose-driven workplaces is about influence, not authority. When leaders model empathy, curiosity, and openness, teams respond with commitment, not compliance.

    Purpose as the Ultimate Differentiator

    In an era where everyone’s offering “competitive pay,” purpose is what sets great employers apart.

    Think about it: two companies may offer the same salary, but one offers belonging, growth, and a sense of contribution. That’s the one people choose and stay with.

    Purpose-driven workplaces create a ripple effect:

    • Employees feel seen and valued.
    • Customers feel connected to the brand.
    • Communities benefit from shared values.

    And as WeThrive notes, purpose doesn’t just help people feel good—it helps businesses do well. Higher engagement, stronger retention, and more innovation all trace back to one thing: meaningful work.

    We’re living in an age where people want to belong to something that matters. They’re not chasing the biggest paychecks, they’re chasing the biggest impact.

    If your company can offer that, if you can show your employees how their work ties into something greater than themselves, you won’t just attract the best talent; you’ll keep them.

    Because at the end of the day, purpose is the currency that never loses value.