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Glasgow Times
13 hours ago
- Entertainment
- Glasgow Times
I saw Lana Del Rey at Glasgow's Hampden Park
US superstar Lana Del Rey told her Scottish fans they were special as she played to a packed crowd at Hampden Park tonight. The singer opened the door to her home, quite literally with a house on stage, to thousands of adoring fans at Scotland's national stadium. And while this spot normally houses the tartan army, it was Lana's own army of fans that was ready and willing to take direction from the star. (Image: Roberto Ricciuti) Armed with their Lana merchandise, they screamed in unison as the beauty smiled from ear to ear to say, 'You are so special. You are so special, Glasgow.' Diving into Henry, Come On, those delicate vocals echoed around the arena, and she sounded simply enchanting. A cover of Tammy Wynette's classic Stand By Your Man quickly followed, allowing her to put her own stamp on the country classic. While the Rick-Rubin produced Ride - taken from the 2012 album Paradise - delighted fans who rhymed off the lyrics with ease, before Video Games sent the crowd into a frenzy. Her vocals even took the spotlight when she did a section of the song a cappella, she sounded phenomenal. READ NEXT: I saw singer Diana Ross perform live in Glasgow's Hydro - my verdict READ NEXT: I saw Rumours of Fleetwood Mac live at Glasgow's Royal Concert Hall - my verdict (Image: Roberto Ricciuti) A show like this is about the fans. Those who live and breathe her lyrics and music. Many travelled from all over, queued for hours so that they could secure the perfect spot to embrace that Lana magic. And it's easy to see why, the 40-year-old New Yorker draws you in from the moment she steps on stage, she oozes charisma. Young and Beautiful - which featured in the 2013 Baz Luhrmann movie The Great Gatsby - was a moment to remember before she amped up the atmosphere further with Summertime Sadness and Born to Die. This trio of tracks took the show to its pinnacle before she introduced new song 57.5 - a reference to her millions of monthly listeners on Spotify - which caused a bit of a stir during its debut earlier this year when she confessed she kissed country star Morgan Wallen in the lyrics. (Image: Roberto Ricciuti) READ NEXT: 23 amazing fan photos from outside Hampden Park ahead of Lana Del Rey gig READ NEXT: Lana Del Rey fans camp out for 27 hours at Hampden 'to be close to her aura' (Image: Roberto Ricciuti) Finishing off with her cover of John Denver's Take Me Home, Country Roads, it almost felt a little rushed that the show was coming to an end so soon. But Lana spread her magic to those who matter the most as she stepped off the stage to pose for selfies and sign autographs for her dedicated fans at the front.
Forbes
16-05-2025
- Entertainment
- Forbes
How To Motivate Gen Z, A Generation That Wants More Life Than Work
Music fans enjoy Lauren Spencer Smith's performance on the first day of the TRNSMT Festival 2024 on ... More July 12, 2024 in Glasgow, Scotland. (Photo by Roberto Ricciuti) Baby boomers (born in 1946 – 1963) are known for their strong work ethic. But along with their continuing exit from the labor market, so seems the value of hard work. Millennials (born in 1981 - 1995) now take up the largest share of the labor market, while Gen Z (born in 1996 - 2012) is gradually joining the workforce. Work-life balance is a key factor for Gen Z when choosing a job, and Millennials value family life more highly than previous generations. What does this mean for organizations? Should we brace ourselves for a workforce that views their job as a 'nice to have' pastime? Will employees do the bare minimum at work? New research suggests that the future is not so bleak. Millennials and Gen Z might want work-life balance, but they also care about meaningful work, learning, and making an impact. This gives avenues for designing jobs that work for organizations and employees. The importance Gen Z attaches to life outside of work is not new. Millennials already strive to combine work with family life, friends, and other nonwork goals. A recent study using data from the World Value Survey, using answers from 221,485 participants, shows a clear trend in the seven waves between 1981 and 2019. When asked if less focus on work in the future would be a bad thing, we see a downward line from 'yes' to 'no'. In other words, employees today prioritize work less and value leisure more than employees in previous decades. Besides wanting more life outside of work, what do Millennials and Gen Z want out of work? Professor Maloni from Kennesaw State University surveyed about 1,000 Gen Z and 500 Millennial students. Millennials value promotion, results, and learning most. Generation Z shares these values, seeking achievement and development opportunities in the workplace. Another value standing out is stability. Gen Z values job security and thinks about benefits and retirement. And the often-made claim that the younger two generations need lots of validation seemed confirmed. Both Millennials and Gen Z highly value feedback from supervisors. There were some striking differences between these two generations as well. Millennials are more comfortable with risk and teamwork, whereas Gen Z prefers to play it safe. While Gen Z is undoubtedly looking for friendship at work (maybe even more so than Millennials), they are okay with more individualistic tasks. Knowing what the new generations are looking for, organizations can strategically design appealing jobs. Here are some factors to consider. While some baby boomers may look contemptuously at a generation that works less, not wanting to work 60-hour workweeks does not mean you can't deliver high-quality work. It might be the opposite, with working long hours damaging your health and work performance. The first crucial change for organizations is to get rid of tenacious organizational cultures that glorify being always available for work. Spending time off work has clear benefits for work. Switching off from work helps employees stay healthy and motivated in the long run. Rewarding activities outside of work can also give employees energy or new skills – think of negotiating with a toddler or teenager –that they can use at work. Aside from company culture, flexible work arrangements are a must-have for Millennial and Gen Z job seekers. Since the COVID-19 pandemic, many organizations have let employees decide their work hours or allow remote work. Keeping this flexibility is essential if organizations want to attract and retain talent. If an organization is worried about poor communication or coordination between team members, it can help to set core work hours when everyone is available. The same can be done for remote work. Allowing employees to work at least two days per week gives them flexibility, while organizations keep the benefits of face-to-face communication. A third policy to support work-life balance is offering blank nonwork days that employees can use for life emergencies. These nonwork emergency days signal that organizations acknowledge employees have a life outside of work. This policy is also inclusive, as each employee decides what life emergencies to use days for. Parents might use those days to stay home with a sick child, while others might use a nonwork day to help a family member in need or take a pet to the vet. Generational work values are valuable input to designing jobs that Gen Z and Millennials want. These generations want to learn and see results. One idea is to assign projects where they can develop different skills and see clear outcomes within a reasonable time frame. Whereas teamwork appeals to millennials, Gen Z also values working independently. A mixture of team meetings and individually assigned tasks might therefore work well for Gen Z employees. This group highly values being connected with others. Regular team events or informal get-togethers can motivate this youngest generation. Gen Z and Millennials both fare well by receiving frequent feedback. Therefore, both generations appreciate an involved and positive leadership style. Now that millennials are moving into management positions, while more Gen Z employees enter, these two generations might gel well on this item. Millennials understand the desire for reassurance and will be open to giving encouraging feedback. A final strategy to attract and keep younger employees is offering transparent job security, salary, and retirement information. Generation Z errs on the safe side, and they will want to know the pathways to promotion, the salary levels associated with those promotions, and the retirement package an organization offers. Discussing the future with junior employees might be counterintuitive, but Gen Z has been labeled pragmatic. They want to be prepared, as they have seen their parents endure uncertain times. Whether or not you believe generational differences exist, there is clear evidence that employees today strive for work-life balance. Supporting employees in their search for balance attracts talent and creates a more sustainable workforce that is not chronically overworked. It is a quadruple win. Companies get talent and results; employees get jobs they enjoy and a chance to do more in life than work.
