There is a disconnect between Generations in terms of leadership and educators and students. First there is the way different generations view a job and finding employment elsewhere. Older generations may leave a position for a promotion or more pay. However, according to McCrindle Research, Gen Z employees are not leaving jobs because of a compelling reason to go. Gen Z leaves jobs because they do not have a compelling reason to stay. McCrindle research notes that a compelling reason to stay seems to be investing in both the personal and professional growth of Gen Z employees. With high teacher turnover especially in public ed, this could explain attrition rates for school districts. In addition to this gap in understanding with Gen Z educators, school districts are not providing Gen Alpha students the type of personalized education they desire. Therefore, student motivation to learn is waning and Gen Z educators are left wondering what to do with a disengaged classroom. It doesn’t seem like anyone is giving voice to Gen Z educators about what they need to empower Gen Alpha learning. For those who are successful, the platform to share their methods must be sought out by other teachers rather than being presented the opportunity to a wider audience. While some leadership is moving towards making the necessary changes, there is still a large contingency of leadership silencing ideas that are different from the ones they used once upon a time in the classroom. All of this leads to a two-fold problem: investing in the Gen Z teachers in a way that compels them to stay in the classroom and providing Gen Z educators the best methods and tools to reach their Gen Alpha students who desire more individualized educational experiences.