What's Wrong With Gen-Z | Explained With Data

Summary

The video discusses how Generation Z is reshaping workplaces with their demands for better mental health support, work-life balance, and jobs with a larger purpose. It analyzes why there is friction between Gen Z and older generations, attributing it to Gen Z's unique experiences entering the workforce during the pandemic's remote work culture. The video argues both organizations and Gen Z employees need to practice empathy, set clear expectations, and dedicate time to understand each other better. It concludes that with some effort and understanding, workplaces can adapt to benefit all generations.

Takeaways

• 👨‍🎓 Gen Z's entry into the workforce has been marked by remote work due to the pandemic, affecting their workplace socialization and expectations.
• 📊 The majority of the Indian workforce now comprises Millennials and Gen Z, with Gen Z set to overtake Baby Boomers in the workplace by 2024.
• 🙏 Gen Z values mental health highly, with many preferring lower pay for better mental health benefits, influencing companies to expand health services.
• 🖥 Gen Z seeks a strict work-life balance, challenging traditional work cultures and advocating for practices like the 4-day work week.
• 🚫 The concept of 'quiet quitting' reflects Gen Z's belief in not overinvesting in work, emphasizing work is not their sole identity.
• 💰 Gen Z demands workplaces with a purpose beyond profits, showing a preference for companies that contribute positively to society and the environment.
• 🤷‍♂️ Older generations perceive Gen Z as challenging to work with, citing differences in work ethic and values.
• 📊 Gen Z's digital nativity shapes their worldviews and work expectations, influenced by global access to information and social media platforms.
• 🌎 Workplace dynamics are evolving with Gen Z's preferences, impacting hiring, retention, and company culture.
• 📝 Effective management of Gen Z involves clear expectation setting, understanding individual needs, and fostering a culture fit from the start.

Q & A

What percentage of the Indian workforce is made up of Millennials and Gen Z?

From 1995 until now, 60% of India's 524 million strong workforce is formed by Millennials and Gen Z.

What is the predicted year when Gen Z will officially overtake Baby Boomers in the US workplace?

In the USA, Gen Z will officially overtake the Baby Boomers in workplace by 2024.

What are some key demands Gen Z has for the workplace regarding mental health?

Some key mental health demands Gen Z has are: better mental health practices and services in the workplace, willingness to be paid less in exchange for better mental health benefits, increased scope and spending on mental healthcare by companies.

What is meant by the term 'quiet quitting' in relation to Gen Z?

'Quiet quitting' refers to the Gen Z belief that work should not be the only part of one's identity, so they don't feel the need to give 100% effort at work since the returns are disproportionate.

Why do managers sometimes struggle with hiring and working with Gen Z employees?

Managers struggle because Gen Z entered the workforce during the pandemic mostly through remote work, so enculturation and expectation setting happened inadequately. The disconnect in expectations creates challenges.

What can organizations do to better align with Gen Z in terms of purpose?

Organizations can work towards larger purposes beyond profits, prioritize environmental sustainability, and ensure alignment with Gen Z personal views and beliefs.

What are some solutions mentioned in the video for smooth collaboration between Gen Z and older generations?

Solutions include clear expectation setting, understanding individual motivations, spending time getting to know team members, evaluating cultural fit early on, and having patience as a young employee.

How does the economic and political timing of when a generation enters the workforce impact their behaviors?

The specific economic, political and technological climate when a generation enters work shapes their perspectives and reactions. This context helps explain some generational behaviors.

What can managers do to set expectations early on with new Gen Z hires?

Managers can create guides outlining their management style, communication preferences, etc. They can codify workplace values, describe hardline policies upfront, and emphasize the importance of culture fit.

What advice does the speaker have for young people to build long-term careers?

The advice includes having patience in new roles, dedicating more than 5-6 months before shifting jobs, not taking shortcuts, and not giving up easily when things get tough.

Outlines

00:00

😀 Introducing Gen Z's entry and impact in the Indian workforce

The paragraph introduces Gen Z as the latest generation entering the workforce, forming 60% of India's over 500 million strong workforce. It highlights how Gen Z is redefining the future of workplace with new demands around mental health, work-life balance, purpose over profits, and notions of "quiet quitting".

05:01

😊 Gen Z's demand for better mental health support at work

The paragraph elaborates on Gen Z's demand for better mental health benefits, with 61% willing to accept lower pay in exchange. It mentions how workplaces have expanded health services to meet this demand, creating business potential for mental healthcare services.

10:02

🤔 Gen Z wants strict work-life balance and meaningful work

The paragraph discusses Gen Z's desire for work-life balance, with 57% willing to work at companies fostering this. It touches on debates around work-life balance in India, linking it to Gen Z's greater demand for purpose and meaning in work beyond profits.

15:02

😕 The puzzling trend of 'quiet quitting' among Gen Z

This paragraph analyzes the trend of 'quiet quitting' - where Gen Z believes work should not define their entire identity. 73% of Indian Gen Z align with limiting work efforts to match returns. This is seen as entitlement by older generations.

20:03

😮 Why Gen Z is reshaping the workplace

The paragraph looks at reasons behind Gen Z trends - remote work during pandemic limited workplace enculturation; greater world exposure and opinion sharing power with social media emboldened their views; and inheriting more anxious world. It draws parallels to coming-of-age trends of past generations.

25:05

🤝 Building understanding to work better with Gen Z

This concluding paragraph shares tips for working with Gen Z - set clear expectations early on; understand individual motivations; have patience as Gen Z builds careers avoiding quick jumps. It advocates reading 'Good Work' essay to find work fulfilment.

Keywords

💡Gen Z

Gen Z refers to the generation born between 1997-2012. They are the youngest generation entering the workforce and are reshaping it with their demands and preferences. The video analyzes how Gen Z is changing the workplace in terms of wanting better mental health benefits, strict work-life balance, and purpose-driven work.

💡mental health

Gen Z prioritizes mental health and well-being, even willing to take pay cuts for better benefits. This is changing workplaces to expand health services and rethink stressful work environments.

💡work-life balance

Gen Z wants strict work-life balance rather than overworking. Terms like 'lazy girl jobs' and 'quiet quitting' reflect Gen Z's rebellion against hustle culture and valuing personal time.

💡purpose

Gen Z wants meaningful work aligned with making the world better, not just for profits. So organizations now need an ethical purpose beyond financial motives to attract and retain Gen Z workers.

💡retention

With their demands for purpose and work-life balance, Gen Z poses retention challenges if workplaces cannot adapt. The video explains this frustrates older managers who invest in onboarding and training only to see high Gen Z turnover.

💡pandemic

The pandemic shaped Gen Z's entry into remote workplaces devoid of in-person enculturation via older generations. This missed socialization helps explain some gaps in workplace expectations.

💡information access

As digital natives, Gen Z has wide information access most generations lacked, leading them to form strong opinions earlier that now carry over into the workplace.

💡enculturation

Enculturation refers to learning workplace behavior and culture from more experienced generations. Lack of in-person enculturation for Gen Z during the pandemic is seen as a factor in current workplace conflicts.

💡expectation setting

The video advises clear expectation setting around workplace rules, values and communication as the top solution to address issues with Gen Z workers.

💡patience

For Gen Z themselves, the video advises having patience in new roles, dedicating more than a few months before quitting as anything worthwhile takes time to build.

Highlights

Gen Z represents 32% of the global population and is redefining the future of workplace.

61% of Indian Gen Z prefer being paid less in exchange for better mental health benefits at work.

Gen Z is more likely to work at organizations actively working to make the world better and align with their personal views.

Gen Z experienced workplaces devoid of joy through screens, with deteriorating mental health of older generations.

Gen Z is the first generation to experience the blurring of online and offline worlds.

Access to information impacts how Gen Z views the world and their place in it.

Criticism of Gen Z is that previous generations did not enjoy their level of self-expression.

Anxiety Gen Z has about workplace stems from irreversible changes like AI, climate change, rising costs.

Every generation goes through a teething period when joining the workplace.

Codify your company values and become known for them to attract talent that fits your culture.

Understand what your employees' motivations are and help them fulfill those needs.

Building something lasting requires time, patience, hard work and luck.

Don't give up on work you enjoy if it gets tough on some days.

Share work you find meaningful rather than leave jobs quickly.

Possibility of loving your work enough to dedicate 70 hours per week.

Transcripts

chanaka

Kumar chanaka Kumar

it is a shame for a man to grow old

without seeing the beauty and strength

his body is

capable

what is this nonsense I'm getting

bullied in your

show

you guys don't know

my person

decision jenzi quietly gave up and no

one noticed jenzi the first generation

with no purpose why is jendi rejecting

hustle culture and redefining the

meaning of work why the new generation

is harder to work with no no these are

not my thoughts if you simply type jenz

plus workspace in your YouTube search

bar the videos with the highest views

will have these headlines sure YouTube

headlines can often be clickbait but

what truly surprised me was the sheer

number of videos made on this topic

something is definitely going on here so

we have around 80 people across the

companies okay and 60% of them are genzi

so as we expand and hire and grow the

organization I was reading about this

and I was curious why are we leveling

these allegations against the new adults

entering the workforce after all they

will also be around right so I decided

to understand the situation better do

Young Folks really hate work and are a

pain to work with or is there something

else going on here so whether you're a

startup founder manager or just a jenzy

who's getting into their first job watch

till the end because I have some very

interesting findings which can help you

so the workforce has four different

Generations first is Baby Boomers then

is Gen X third is Millennials and the

last is Generation Z or gen Z until 1995

60% of the Indian Workforce comprised of

Baby Boomers and Genex but from 1995

until now 60% of India's 524 million

strong Workforce is formed by

Millennials and genzies and the number

of genzies in the workforce is only

going to increase in fact in the USA

genzies will officially overtake the

Baby Boomers in workplace by 2024 yep

that's this year so goodbye to all

oldies if you see globally jendi

represents approximately 32% of the

global population and they are

redefining the future of workplace here

is how starting with mental health

according to a report by deoy Indian

companies lose about 14 billion dollars

every year in value because of poor

mental health practices in the workplace

and jenz wish to change that in fact I

don't know this but did you know that

61% of Indian genzies prefer being paid

less in exchange for better mental

health benefits in the workplace to

their credit eight in 10 workplaces in

India have expanded Health Services to

include mental health benefits in 2023

in fact their ENT demand for better

mental health has also increased the

business scope for these services Bloom

Ventures for instance in its October

2022 report pegged the Indian mental

healthcare industry online and offline

as a roughly $3 billion opportunity wo

wo wo wo stop did you like the way that

video was edited well I'm doing a free

Master Class where I will be breaking

down the entire fundamentals of video

editing and how you can understand video

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link in the description to register for

the master class now the second thing

that jenz seem to want is prioritizing

strict work life balance see Mental

Health Services is still something a

workplace can quickly adapt to but the

question of 4day work week and Notions

of work life balance immediately sends

Indian Genex into a TI if you spend time

on the internet you must have seen that

in the last two years work life balance

has become a hotly contested Topic in

the Indian workplace so much so that we

have someone or the other discussing it

every quarter and getting cancelled from

Naran mu's 70-hour work we comment to

shantanu Desh Pand LinkedIn post on work

life balance and babish shara's

glorification of no work life balance

all were met with some kind of

resistance Indian employees are not

expected to have a survey said that 57%

of genzies would work for companies that

Foster strict work life balance but

before I tell you more about Jen's

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description below now back to the video

question is what is this work life

balance event and how does Indian genz

Define work life balance I have a life

outside this cubicle I want flexible

work

timing laptop so I can work from my

home I can work 10 times harder when I'm

in my comfort zone and my comfort no

dress

C I can't travel to work man my D just

told me that I can't go out in the sun

look at my skin so you heard that that

is work life balance for jenes fun fact

here in July 2023 Lazy Girl jobs became

a social media Trend highlighting the

importance of work life balance what are

lazy girl jobs now simply put lazy legal

jobs promote work life balance as

opposed to extreme ambition and work to

the point of burnout but that being said

work life balance is still an important

factor that Indian genes value just as

much before they join an organization so

far how genzies are reshaping the

workplace and the demands don't seem to

over the top right if better Mental

Health Services and ensuring work life

balance makes the workplace more

efficient we should fulfill such demands

what do you think however there is one

specific demand or should I say silent

Rebellion which doesn't quite make sense

to me it's what they are calling quiet

quitting I'm sorry for throwing all this

jargon at you in one day but let me

explain so jenes basically believe that

work is not the only part of their

identity to further this belief they

feel they need not give that 100% to a

workplace because the returns are only

100% for some employees so the quiet

quitting hashtag caught up in July 2022

and for once it wasn't just an American

trend jenz from all all over the world

even from Asia participated in it a

survey conducted by slack on knowledge

workers in India noted that 73% of

Indian genzies aligned with ideas like

quiet quitting in fact Kevin oi of Shar

Tang Fame taged The Quiet quitting

movement as being worse than the

pandemic only to be globally cancelled

by genzies who felt that they wouldn't

die for jobs that don't care for the

people who work for them this brings us

to another factor that Jen's belief

should change in the workplace that is

purpose this quiet quitting movement and

the great resignation were all social

media movements highlighting that much

work is inherently not meaningful see

jenes feel they need to be fully

involved in the workplace the

organizations they work for also had to

work towards the purpose larger than

profits so profits out purpose in if the

jenes redesign the workplace that will

definitely be a flavor but the question

here is what does organization with a

purpose even mean does it mean that

every business should be an NGO does it

mean the mission and vision statements

of organizations are now important nope

genzies want to work at organizations

that are actively working to make the

world a better place they are less

likely to work at organizations that

disagree with their personal views and

beliefs of the world additionally

they're also prioritizing environmental

sustainability issues that concern the

workplace look at the snapshot from deoe

India survey on geni priorities in the

workplace in fact according to another

survey 88% % of genes in India

considered switching jobs in the

organization they worked with wasn't

politically and environmentally equipped

to make changes for a better future now

let's ask ourselves how does this

actually change a workplace the answer

is it impacts retention see a workplace

invests significant time and money in

training a fresh hire and after youve

invested your time energy genzies will

still leave because they don't feel that

larger purpose and it can obviously piss

off the hiring managers and colleagues

from older Generations because they have

wasted a significant amount of time and

money and effort and this is where the

narrative about genzies shift from they

are demanding to they are entitled so

let's look at what the managers are

saying now they feel that jenzi is way

too aware of the world but not enough to

understand that it works less ideally

than they would like it to this

discrepancy between jenes owning their

opinions and trying to enforce them in a

workplace also creates a Chasm where

hiring is concerned so last year April

when Resume Builder ser over 1300

managers and Business Leaders they found

that 74% of them believe jenzi is more

challenging to work with than other

Generations 34% of these respondents

prefer to work with Millennials 30% with

Genex and 4% with Baby Boomers 65% said

that they more commonly need to fire

genzies than employees of other

Generations being too easily offended

was the top reason for genes getting

fired honestly I wouldn't blame the

managers because see when you start work

it's supposed to be new and challenging

so you may not have work life balance

from the get-go and jenes can't jump the

gun to behave in entitled ways even

before they get hired but it turns out

that not being hired is also a nonissue

for genzies because they can always do

something called rage apply understand

that your jargon comprehension meter for

today is broken but bear with me for

just a few minutes so what is Rage apply

after the quiet quitting movement of

2022 rage applier surface in 2023 so

when unhappy at your current job apply

to all open positions to see if you can

get a better pay raise at your new job

so this turn actually started in Canada

when a Tik Tok user redw a social media

marketeer shared an experience of

applying to 15 jobs after being angry at

her workplace and landed a job with a

$25,000 hike garnering millions of views

many users were vouching for the trend

by sharing their successful stories of

of securing jobs with Hefty hikes and

perks if you pointed out that jenzi was

redefining the workplace one social

media viral Trend at a time you would be

right I can literally keep going on and

on about jenz quirks in the workplace

but the more crucial piece of this

discussion is why are genzies being

targeted so aggressively is there any

solution to all this firstly why are so

many problem arising even I found a

majority of these answers and let me

take you through them so you see Jen's

entry into the work Force happened

during the pandemic remote work was

basically the definition of a workplace

while this may not sound important to

you but it is a big deal let me explain

why see when we first start school we

learn to be students by observing our

peers teachers and other authority

figures shape our Behavior through close

contact in fact even our parents teach

us how to behave in social situations

when we are children so in sociology

there's a concept called enculturation

which basically says that we learn how

how to behave in an environment with the

help of others who have been around for

longer now in the case of jenes the

workplace and culturation happened over

Zoom calls remote work and a very

mentally taxing time for the world genz

is observed Millennials and genx is

deteriorating mental health crushing

pressure to work and deliver results at

a time when the world had stopped moving

so in their initial working years they

worked remotely with additional stress

of how the world would normalize once

the pandemic ended this uncertainty

looming at the time was a lot to deal

with regardless of which generation

you're from so without appropriate

communication between older employees

and the new genes workplace expectation

setting didn't happen as usual I'll tell

you what was happening there was a lot

of Blank Space due to new ways of work

culture and it set up expectations in

the wrong direction while remote work

did prove beneficial jenz did not get

enough experience in physical office

setups till after 2 years of entering

the workforce and endless Zoom calls

slack notifications even had the other

Generations deing from something called

online fatigue so if you look at it

Jen's experienced workplaces devoid of

Joy through their screens where first

mental health workshops and game night

did not change their view of work yeah

you can say that it was temporary and

everyone experienced the same situation

however starting work in such an

environment added to the mystery in fact

in India 2021 was marked by jenz is

getting rejected in spite of being

qualified another reason for this

targeted attack has nothing to do with

jenzi and all to do with their timing of

their birth people born between 1997 and

2012 are considered genzies the internet

came around in 1995 and it literally

changed how we did everything so think

about it okay jenzi is actually the

first generation to experience the

blooding of online and offline worlds

with the innovation in cameras mobile

phones t TV genzies are exposed to way

more information from the world than

other generations and this access to

information certainly impacts how you

view the world and your place in it for

example watching news about fires in

Haiti and witnessing a fundraising

campaign gather Aid in record time can

change one's perspective on how fast

change occurs globally think about it

even regarding careers genes have way

more access to what's possible because

of how economies have advanced the world

has indeed become smaller and more

accessible masking the inherent

complexity with which it operates

platforms like Facebook YouTube

Instagram have allowed people to express

themselves Steely and for any genen Z to

think that their opinion counts is as

easy as putting out a rant video about

their workplace and going viral honestly

most Generations before the genzies did

not have this kind of sway in the world

part of the reason jenes are a target of

criticism is that the previous

generations did not enjoy this level of

self-expression I mean we were too

scared of our parents to express any

opinion whatsoever lastly to be fair

genzies are inheriting a world that is

at the cusp of some really irreversible

changes be it AI climate change rising

cost of living or unaffordable education

all of these factors lend to the anxiety

aeny has about the workplace no wonder

they prioritize mental health or want to

work for businesses that value larger

purposes like the climate it's actually

very similar to the emotions you Gra

with when you hit puberty actually you

know what genes are not the only

generation going through puberty in a

workplace it has happened before with

other Generations too if you look at the

Baby Boomers they entered the workforce

at the back of a new found victory of

independent struggles and post-war

economic decline so naturally with

primary Industries being set up and

large corporations defining the meaning

of work the Boomers were encultured to

respect hierarchy and Authority but

constantly being subservient to

Authority also produced a a

counterculture movement in the west with

back toand voluntary Simplicity and

communal living experiments that were

all in part attempts to find meaning

outside the employment structure if you

look at baby rors puberty or rebellious

moment at work it was actually

represented by hippie culture at its

tenets which were also all anti-work

movements us Millennials too joined the

workplace right when the financial

crisis hit and had to make do with the

workplace with no space for our demands

I think the millennial puberty move mov

arrived when they were bombarded with

the follow your passion messages in

workplaces that weren't sufficiently

equipped to make space for such passion

I think all the current standup

comedians in India are great examples of

Millennials rebelling at work to meet

their demands so if you look at India

the demarcation between Generations

isn't as neat either because our

country's cultural economic and

political tropes are nothing like those

in the west see if you look at India the

pace of change differs slightly than the

West because our economy only opened up

after 199 91 economic reforms so you

will notice that our parents still value

government jobs and security moreover

Indian genzi Behavior can only be

attributed to Urban genes since their

counterparts in tier 2 and tier three

cities have vastly differently lives and

expectations from work but is this video

about rebranding genzies as the sound

generation if that's your takeaway I

support it but here's something I want

you to understand see each generation's

entry into the workplace is marked by a

specific economic political and

technological environment each

generation's reactions and how they play

out in the workplace have also been very

different genes and the behavior are

spoken about more than any other

generation because of our inent need to

document every little change and event

when we process the world one viral real

at a time we are bound to magnify

something that could be insignificant

and this is not going to stop anytime

soon but what needs to change is our

Gaze on genzies in the workplace see

every generation goes through a teething

period when they join a workplace

currently we are mere witness to the

jenz teething period what's different is

that we make content out of every little

detail out there podcast newspapers

startup blogs and everyone on Twitter

Reddit and Kora is talking about the

same details about jendi behaviors and

demands without sufficiently grasping

their context and context is key and to

be honest for the longest time I also

had a very similar narrative in my head

that genzies are entitled genes don't

want to work hard but once I spent some

time and understood the problem rather

this generation better I realiz this is

something very solvable so I would also

like to share a few things that have

helped me during hiring and working with

this generation some context here so a

and AOS are actually the first proper

organizations that I've built so I

didn't know a lot of this before but I

do know now the most important thing

that I've learned is expectation setting

what is okay what can this person expect

rules routine means setting expectations

around every single thing and this works

universally for jenzy Millennials anyone

you hire or get on board so the CEO of

stpe Claire Huges Jackson she has this

guide okay that she shares with whoever

she works with it's called a guide to

work with her which is everything listed

out her management style whether it's

Hands-On or collaborative how she gives

and takes feedback how she likes

communication and I found that to be

excellent it's literally crafting out

what an individual can Expect While

working with her this I feel is

something that every manager founder

should do in my opinion set clear

expectations on every single thing from

the very beginning and communicate them

again and again and again print them and

put them in your workplace if you have

to but this will definitely help

describe all the misery Hardline values

and set high standards Upfront for this

new joiny tell him or her how do you

guys get the job done in your

organization codify your values and

become known for them now can this DET

some Talent yes maybe but that means

they weren't a culture fit in the first

place see secondly while you want the

folks around you to understand your

working style you need to understand

them too I think what a lot of

organizations and managers forget is at

the end of the day the person you're

hiring is also a human and all humans

have the same needs they all want the

same thing and I feel like all of these

needs can easily be stacked against Mass

L hierarchy someone might be there for

purpose someone might just be there for

money but you need to know what they are

there for and that actually comes with

spending time and listening to them they

said that every manager can only have

five to seven people reporting to them

so if you have those five people do you

know those five people's life beyond

work what is it that they are there for

if somebody in your team has joined

because of your vision and purpose you

need to tell them the story of why the

company exists because that is what they

need to hear again and again to find

their work valuable if someone is there

to learn then you need to figure out how

the workplace can Aid that and how you

can help the them with their needs see

not all demands can be met obviously but

that is again where expectation settings

come into play lastly you know a lot of

this work can be done in the very

beginning itself before the person even

comes on board so artgil talks about

something called beer test where he says

that after you have found someone who

has the right skills take the person out

for dinner or beers and see if you and

your team would enjoy having the person

around if there'll be a culture fit if

the person has the skills which is

actually more easy to gauge just by

spending a little bit time with them so

you can actually solve a lot of these

problems and do expectation setting at

the very beginning itself now coming to

jendes who might just be starting out if

you want to build a long-term successful

career you need to have a little bit

patience so when we started a right we

had some really young folks join us and

leave wanting to replicate and build the

same thing they tried they weren't able

to do it then they came back so what I

figured that young folks don't realize

is that building something that outlasts

you requires a a lot of time patience

hard work and also a lot of luck right

decisions right timing in the right

direction is actually very hard to nail

see it's good to change your dreams but

stop looking for shortcuts I know it's

tough to even expect some of you to have

a 5-year plan but at least dedicate more

than 5 to 6 months to something you've

decided to pursue and really want if you

keep shifting jobs every 2 3 months

because it's not fun anymore how will

you reach that point where work actually

becomes fun how will you build any

leverage for yourself see anything new

is always hard and requires more time

and learning so don't give up before

you've even scratched the surface also

as much as all of you want to go explore

find yourselves go see the world when

you're young you also don't want to be

struggling for Capital when you're in

your 40s so don't make work or things

that bring you money your enemy anything

new is always going to be hard it

requires more time and learning so don't

give up before you've even scratched the

surface and I want to leave with one

last thing there is actually a

possibility of loving your work so much

that you want to dedicate 70 hours per

week to it so if you do find something

you enjoy do not give up on it if it got

a little tough or bad on few days or

wasn't fun on few days I want to share

an essay about good work in description

I think each and every one of you should

read it it helped me a lot and it could

help you too anyway that is it for

today's video if you found this video

helpful please share it with your peers

I'm Achi Maya thank you for watching and

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