Your early-career hires take too long to ramp — and leave before they pay off.
Adulting101 Masterclass closes both gaps.
Creates a shared language across generations—teaching early-career talent the human skills they were never taught while equipping managers to lead, coach, and communicate across generations.
1.1 Yrs
Gen Z's average early-career job tenure — the shortest of any generation (Gen X: 2.8 years).
RANTSTAD WORKPLACE BLUEPRINT, 202550 - 200%
of an employee's salary is what it costs to replace them when they walk — often tens of thousands per exit.
SHRM / GALLUP82%
improvement in new-hire retention for organizations with a strong onboarding process, and productivity gains of over 70%.
BRANDON HALL GROUPT H E R E F R A M E T H AT C H A N G E S T H E C O N V E R S AT I O N
WHAT THE DATA SHOWS
They leave when they feel underprepared and unsupported and can't see a path to grow. It's a preparation and communication gap — not a character flaw. And gaps are teachable.
“Gen Z is entitled, disloyal, and impossible to manage.”
The Myth
T H E O U T C O M E S YO U G E T
New hires contributing in weeks, not quarters — because both sides share the same frameworks and vocabulary from day one.
Faster Ramp
TRACK · TIME-TO-PRODUCTIVITY
Keep the early-career talent you already paid to recruit, onboard, and train — instead of restarting the cycle every year.
Higher Retention
TRACK · FIRST-YEAR RETENTION
Managers Who Lead Across Generations
Leaders who give feedback that lands and set expectations Gen Z can act on — and hold onto their teams.
TRACK · MANAGER READINESS & TEAM RETENTION
The Math: a single avoidable early-career departure can cost 50–200% of that person's salary. The program is a fraction of one replacement — and it works across every early hire on the team, not just one.
AIT Worldwide
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College Bound Opportunities
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Merel Family Law
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Robin Hood
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Packaging Corporation of America
AIT Worldwide • College Bound Opportunities • Merel Family Law • Robin Hood • Packaging Corporation of America
TRUSTED BY:
14 Modules across two tracks:
EARLY-CAREER WORKPLACE READINESS · ACCELERATES RAMP TIME
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01 Professional Communication That Gets
02 Meetings That Build Credibility
03 Reading the Unwritten Rules of Work
04 Networking That Opens Real Doors
05 Turning Feedback Into Growth
06 Speaking Up With Confidence
07 Owning Your Work, Start to Finish
08 Owning Your Career
09 Building Trust at Work
10 Building Resilience That Lasts
11 Working Across Generations With Confidence
LEADING ACROSS GENERATIONS · BUILDS RETENTION-DRIVING MANAGERS
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M1 Generational Fluency Foundations
M2 Managing Gen Z: Feedback, Communication & Expectations
M3 Coaching Gen Z to Independence
What People Are Saying
I have had the pleasure of knowing Heather for many years. She recently brought her Adulting 101 Masterclass to my law firm over several days and we covered so many amazing topics. Her insight and advice was invaluable for me and all of my employees. She was so engaging and her enthusiasm made it easy for everyone to learn and participate. I would recommend Heather and her Masterclass to anyone who wants to learn lessons that are crucial to success in any field.
— Jonathan Merel
Founder, Merel Family Law
No one teaches you things like how to advocate for yourself without sounding pushy, why taking feedback well can accelerate your career, or how generational differences shape the way we work together… but they should. That’s exactly why I highly recommend Heather Redisch. Heather recently spoke to our internship program at AIT Worldwide Logistics, and our interns couldn’t stop talking about it afterward. She covers the real-world workplace skills that aren’t taught in school but can make all the difference when you’re starting your career. If you’re looking for a speaker for interns, college students, or early-career professionals, Heather is absolutely worth bringing in. She leaves people feeling more confident, better prepared, and excited to put what they’ve learned into practice.
— Shanna McCormick
Director, Global L&D at AIT Worldwide Logistics
Ready to start a conversation about your ramp-time and retention goals?
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