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5 Generations in the WorkplaceGenerational Diversity and Myth Busting!
The ChallengesThe reality, in today’s workplace you can have up to five generations working together.
How will you adapt your organisations practices to engage all the generations?
How will you leverage skill sets and different working styles across the generations to build high performing teams?
Traditionalistsborn before 1945AKA: Depression-era babiesSilent GenerationVeteransThe ForgottenRadio Babies
General Descriptors
• Strong work ethic
• Patriotic
• Believe in Hierarchical management and respect authority
• Organisational loyal
• Dependable
• Independent (maybe even stubborn)
• Appreciate flexibility in work schedules
Baby Boomersborn 1946-1964
General Descriptors
• Hard-working, loyal, strong work ethic
• Well educated
• Value equal opportunities
• Extremely loyal to their children
• Value co-operation and face-to-face communication
• Work status (and job value) = self worth
• Organisation loyal
Generation Xborn 1965-1979AKA:Baby BustXers
• Independent • Scepticism / cynical
• Critical thinkers • Suspicious of Boomer values
• Think globally, value diversity
• Technology literate 50/50
• Lack organisational • Seeks work / life
Millennialsborn 1980 – 1995AKA:Generation YGen Next
• Steady work ethic (when it matches their focus)
• Highly socialised, needs constant feedback
• Not fond of traditional hierarchy (respect is earned)
• Family focused – gender equality at home
• Technology literate • Impatient
• Values flexibility and control • Little organisational loyalty
Generation Zborn 1996-2012AKA:iGenerationPost-Millennials
• Technology integrated
• Global
• Individuality
• Less-focus
• Multi-taskers
• Little loyalty (brands, organisations, programs/rewards)
What problems can stem fromgenerational diversity in the workplace?
•Risk of conflicts
• Lack of mutual understanding
•Different working styles
•Communication gaps
The importance of having a Millennial Strategy
Redesigning workplaces for the millennial generation
The Challenges
• Attracting them to your organisation
• Once you’ve attracted them how do you retain them?
• Impatience on career progression
Use social media to post
job opportunities
Promote workplace diversity
Offer meaningful
work
Offer continuous
education and creative perks
Promote work / life balance
Redesigning workplaces for the millennial generation
Possible Solutions
• Create a flexible work culture where employees feel empowered based upon trust
• Implementing a clearly defined career path
• Provide opportunities and experiences that align to career goals
• Lattice Vs. Ladder career. A Lattice approach allows them to learn new skills and feel progression without getting a promotion before they are ready
• Physical design of the work environment has more impact than you think
Engaging generations at work, we’re not that different…
Source: IBM Institute for Business Value Millennial Survey 2014
A recipe for success to retain millennials in your organisation
The Challenges
• Frontline managers are one of the biggest influences on retention
• Millennials and Generation Z want to work with you not for you
• Making the transition from worker to Manager can be tough and they often need help (coaching and mentoring) with the transition
• Most organisations lack a strategy around retaining millennials
Have a brand millennials can
connect to
Offer remote work if its possible for
the job role
Create a safe work environment
Foster a collaborative
environment, not a competitive one
A recipe for success to retain millennials in your organisation
Possible Solutions
• Set clear expectations during the hiring process on the role they will be performing
• Demand excellence in managers – provide training, coaching and feedback
• Empower employees by involving them in wins and losses, they want to feel they have purpose and an impact on the bigger picture
• A performance management model that incorporates continuous feedback
• Retention strategies require your organisation to understand why people are leaving, ensure there are processes to use those insights
Many employees aren’t confident that they fully understand key elements of their organisation's business
Source: IBM Institute for Business Value Millennial Survey 2014
Create a Boomerang environment
The term boomerang refers to employees that leave an organisation on good terms and then return back to that organisation at a later date.
The grass is greener complex!
Millennials tend to make quick or impulsive decisions to leave. Moving from job to job, often following a friend or ex-colleague or as a split decision for perceived quick career progression. Quick decisions as we know can lead to regret, if it is not the right experience for them. At this stage, they might want to return so it’s important to leave the door open.
Millennials, Gen X and Baby Boomers share similar opinions of the workplace
Source: IBM Institute for Business Value Millennial Survey 2014
An uncomfortable truth – most employees, irrespective of age are critical of their organisations ability to effectively address the customer experience
Source: IBM Institute for Business Value Millennial Survey 2014
Age Diversity in the Workplace: 5 Lessons from the Intern
• Age diversity means skill diversity
• Age diversity opens the mind
• Age diversity creates mutual mentors
• Have adequate onboarding processes
• Age diversity in the workplace makes us nicer people