Gen Z Workforce Advisory

Why your Gen Z employees leave, measured in dollars.

BYA saves you money at every point where Gen Z meets your organization: hiring the right people, developing them in ways that land, keeping them, and building them into leaders. The audit finds where you lose that money, prices it from your own numbers, and shows you what closes the gap.

Request the AuditSee the arithmetic
DiagnosticInterventionAdvisory
The Misdiagnosis

Most leaders assume it is the generation. It is the structure.

What leadership sees
An attitude problem. Entitlement. A generation that won't commit.

The surface reading. It explains nothing, it costs millions, and no one can fix it, because character is not the cause.

What the data shows
Broken advancement pathways. Missing mentorship. Training built for a workforce that no longer exists.

The structural reading. Specific, locatable, and priceable from your own numbers, which means you can fix it.

Organizations are losing millions to Gen Z attrition and to development spend that doesn't land. BYA replaces assumption with evidence: a structured diagnostic that locates the gaps, prices them in dollars, and prescribes the interventions the findings justify.

The Arithmetic

The problem has a price. So does finding it.

Working paper · Illustrative mid-size organizationUSD / annual
The bleed

A mid-size organization losing 40% of its Gen Z hires within two years bleeds this much every year in turnover and misallocated training.

$0–3Mper year
The audit that finds and prices the cause

Small enough to approve without a board, which is exactly what makes it get approved.

$0Kfixed fee
The math returns multiples of the audit's cost the moment the bleeding stops.
The Diagnostic

The Generational Gap Audit

Every engagement begins here. We run parallel, structured interviews with leadership (8–12) and Gen Z employees (12–20), set the results against a light data layer, and surface where the two populations diverge across four dimensions.

i.

Leadership Traits

What each side believes "good leadership" actually is, and where they grade each other on different rubrics.

ii.

Development Methods

How Gen Z genuinely grows versus what the organization funds, exposing misallocated spend.

iii.

Barriers

What truly blocks performance: structure or character. The answers rarely match.

iv.

Environment

Whether a real path to advancement exists, or only the belief that one does.

Deliverable

A findings report, an executive presentation, and a quantified ROI case. We locate every gap, price it from your numbers, and sequence the response the findings justify.

The Response

Six targeted interventions

The audit prescribes them. We never assume them. Each one closes a specific gap the diagnostic surfaces.

No. 1The OnrampVisible, real entry pathways into leadership for Gen Z.
No. 2Purpose AlignmentBuilding meaning architecture into the work itself.
No. 3The Mentorship BuildGenuine one-on-one mentorship infrastructure, not programs.
No. 4The Development RedesignReplacing static training with experiential learning.
No. 5The Pipeline BuildDesigning early-leadership and stretch roles that don’t yet exist.
No. 6The Sponsorship EngagementSenior leaders transferring real authority to high-potentials.

The offer is never a menu. The findings decide. BYA sells nothing the audit did not surface.

Engagement Structure

Four tiers, one entry point

Every client enters through the audit. The findings determine the tier. Pricing anchors to the cost of the problem, not to hours.

Tier I · Entry

Diagnostic only

$40–80KFixed fee
Tier II

Diagnostic + one intervention

$150–250KSingle engagement
Tier III

Diagnostic + 2–3, sequenced

$350–600K12–18 months
Tier IV

Enterprise transformation, full suite

$750K–1.5M+Multi-year

Evidence before assumption. Dollars before opinion.

Dr. Boston Young, Founder of Boston Young Advisory
The Practitioner

Evidence decides. Not intuition.

Companies lose their Gen Z employees for reasons they can measure, but almost never do. Dr. Boston Young built Boston Young Advisory to measure them.

His doctoral research examined how the emerging workforce leads, develops, and engages. The Generational Gap Audit converts that research into a working diagnostic: it locates your organization's specific gaps and prices each one in dollars, from your own numbers.

He brings evidence to a conversation that runs on assumption. The audit produces the findings, the findings produce the dollar figure, and the dollar figure decides what happens next. Nothing else does.

Dr. Boston Young
Founder & Principal
Begin

If your team isn't performing at the level it should, there is a reason.

Start with the assessment. One conversation establishes whether the audit fits your organization, and what it will surface.

Request the Audit
hello@bostonyoungadvisory.com