In this episode of Properties to Profits, I get real about what it’s like to hire ambitious 20-somethings in a small business. I’ve brought more than a dozen into my real estate company over the last few years, and while the energy and drive can be incredible, it takes a whole different level of leadership to turn potential into performance.

I share the tough lessons I’ve learned—why ambition isn’t the same as grit, why structure matters more than freedom, and how to coach young talent through adversity they’ve never faced before. If you’re thinking about hiring or mentoring Gen Z employees, this episode will help you set clear expectations, reduce burnout, and develop future leaders the right way.

Episode Timeline

[0:00] Introduction

[0:44] The appeal of hiring 20-somethings—and the gap between desire and readiness

[1:24] Wanting success vs. being ready for what it takes

[2:06] Why structure and routines matter more than “freedom”

[2:59] How to give feedback that connects to their goals

[4:08] Why 20-somethings need to see success—not just hear about it

[4:49] The disconnect between expectations and reality in the workforce

[5:34] Coaching them through life adversity they’ve never faced before

[6:32] Why more experienced hires often outperform—and how to balance both

[7:56] How to lead younger talent with patience, clarity, and care

[8:39] Motivation is easy. Consistency is rare.

[9:33] Know your role as a leader—especially if you’re hiring the inexperienced

[10:39] Structure, support, and long-game leadership builds real results

3 Key Takeaways

1. Young talent brings energy—but without structure, it burns out fast.

2. You don’t hire for potential. You pay for proof and consistent results.

3. The best teams combine youthful hunger with mature, grounded consistency.

Links & Resources

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