“Today while so many in my generation are hyper-connected to each other through the internet, cell phones, Ipods, and Blackberries, something has been lost.”

- Brett Hummel, Founder of ProMazo

These devices were heralded as incredible productivity enhancers that would lead corporate America to a new age. To a large degree this has been correct. However, as we have become so connected through wires, we have lost the most important part of connection: physical contact between people. After struggling with this problem himself, and talking with hundreds of young professionals, the same theme kept reappearing. Each person felt that they wanted more human contact in their lives, and at the same time reported feeling disconnected from their peers, employer, and community.

After reviewing numerous studies, Brett began to realize that this disconnection and lack of engagement led to increased turnover and job dissatisfaction among young professionals. This simple realization led to the formation of what would become ProMazo, and its four tenets:

• To be a bridge between a company, its employees, and the local community
• To help companies manage and understand young professionals, and in doing so build a comprehensive program within a company that would aid recruiting and retention efforts
• To provide an opportunity for young professionals to give back and feel connected to a community of co-workers and peers
• To give employees a chance to learn about themselves, understand that many professionals face similar challenges, and have a platform to resolve their issues

Brett designed a system, using his life savings, to help companies mobilize and motivate their next generation of professionals to become more productive and engaged. Making these professionals more engaged and satisfied would reduce turnover and increase recruiting efforts. Working with Dr. Richard Levak, the casting psychologist for Survivor, The Apprentice, and The Amazing Race, Brett ensured that the idea had a scientific basis and grounding.

INFLUENCES THAT AFFFECT THIS DEMOGRAPHIC
The workplace is changing quickly as the Baby Boomers begin to retire and a new breed of employee arrives. Many companies struggle with the question of how to manage the next generation of workers, and ProMazo has found the answer.

Some have wrongly classified young professionals as lazy and self-centered, but this generation defines success differently than previous generations. They have watched their parents work 9-5 each day to be later downsized and out of work 20 years into their careers, and as a result, young professionals have expanded their definition of success.

Success to this generation means finding a balance between their career and personal life. This is a generation raised on self-esteem and trained on play dates (early forms of social networking) to connect with everyone. Throughout their adolescence they have been taught to communicate, talk things out, work in teams, and network.

This new workforce has also always had a structure behind them (their parents, their schools, and even their colleges) to ensure that they are successful, satisfied, and complete. But after college there are no established avenues for these young professionals to find a social support system. This lack of connection, which young professionals have counted on since their formative years, causes many to become dissatisfied with life as well as their job.

Companies that actively pursue connecting young professionals with co-workers and the company will see a dramatic shift in work ethic. Onboarding can no longer be limited to the first 90 days or from 9-5. Instead, a continual process is needed whereby employees know that your corporation is willing to help them bond with the company and integrate with the community. ProMazo builds these bridges.