Posts Tagged Multi-generational Workforce
When Tammy Erickson, author of What’s Next, Gen X? (Harvard Business School Press, 2010) and a self-described Baby Boomer, began interviewing members of Generation X for her book, she was “stunned” by how different their perspectives were from her own.
Researchers and experts often examine different generations in the workplace, looking for clues to improve management effectiveness. Recent studies suggest that employers should think twice before making stereotypical assumptions about individual employees based on age.
I was born in July 1963, several months before a defining moment for the Baby Boomer generation occurred—the assassination of President John F. Kennedy. I was a “latch key kid” – I walked home from elementary school to an empty house because both of my parents worked. In fact, I started walking to school by myself in first grade after everyone else had left the house. I wasn’t supposed to use the record player but nearly every morning I used those few minutes before school to play a 45 of Tommy Roe’s hit song “Dizzy” over and over again.
On October 31, SHRM We Know Next chatted with Sharlyn Lauby and Eric Chester about "What Does Work Ethic Look Like?"
Is it 90% perspiration and 10% Red Bull? Does it depend on how your parents raised you and does it look different according to your generation? What if you have a solid work ethic, but you're in a toxic workplace environment? Regardless of how Nextchatters defined work ethic, they agreed that a positive attitude and a solid work ethic are connected, and that great employees possess both.
The Talent Management Alliance held its first Multi-Gen Summit in mid-October in Atlanta to discuss workplace challenges being creating by a changing workforce. Baby Boomers are retiring; Gen Y and Millenials are entering the workforce with new skills and at a pace slower than boomers are leaving, the GenX leadership style and “sandwich managers”, as well as the unique aspects of a multigenerational workforce.
It’s no surprise that, as a nation, we’re getting older. What is surprising is how quickly. The U.S. National Institute on Aging, says the population of people between ages 75-85 is 17 million. They predict that number will be 30 million by 2050.
Contrast those numbers with the UN estimates that the percentage of children will drop. Today, half of Latin America is under fifteen years old. By 2050, half will be over 40 years old.
So the trend is fewer kids and more old people.
As new college graduates continue to inundate the job market and economic concerns have caused older employees to stay in the workforce longer, today’s companies often have employees representing four distinct generations. With more than 50 years separating some employees, managing these multigenerational teams can be incredibly challenging.
Interview by Joseph Coombs, SHRM Workplace Trends and Forecasting Specialist
Many workplaces today include members of four or five different generations. What advantages and potential challenges does this scenario present for HR professionals?
By the year 2020, approximately 50 percent of the US workforce will be composed of Generation Y workers – those born between 1976 and 1991 – and only 25 percent baby boomers. The US workforce will change dramatically in the next eight years. "We are facing a huge generational shift as baby boomers (born between 1946 and 1964) leave the workforce, and that means we have to rethink our workspace," says Michael O'Neill, senior director of workplace research for Knoll, Inc.
One of my new go-to resources is the IBM’s Global CEO Study. It surveys over 1,500 global business leaders about the business and work on topics of concern and trends for the future. You can download this year’s survey here.
Last year, I was very impressed that IBM’s research included for the first time a companion study from students about their views on inheriting this complex world we’re living in. Very cool!
A June 2012 “Office Pulse” survey of more than 600 U.S. workers by digital media company Captivate found that what white-collar employees consider acceptable and distracting in office attire varies by demographic factors including age, gender and professional status.
Nearly half of white-collar staffers said they’ve seen cleavage in the office, and 45 percent of workers report seeing tattoos. While 67 percent of employees ages 35 to 49 think tattoos are acceptable, 61 percent of those over 50 years old find them distracting.
Aaron Kesher, Principal Consultant for deepSee Consulting, explains how organizations can flourish by leveraging a workforce with a wide range of age groups.
Summer is underway, and another group of “Trophy Kids” (Gen Y) is preparing to leave their jobs at your local coffee shops and retail stores to join the ranks of the professional workforce. They have big plans and high hopes, but as many twenty-somethings can attest, a diploma doesn’t guarantee success. A few of us have learned the hard way that there are some things that college simply can't prepare us for.
The work culture is gradually changing in many offices as HR departments learn how to meet the needs and desires of Generation Y, those born between about 1980 and 1995.
According to an April 2011 study by BPW Foundation, Gen Y will make up about 75 percent of the world’s workforce by 2025, yet experts claim that many corporate structures are out of sync with understanding what motivates and engages Millennials.
"Every generation needs a new revolution.” – Thomas Jefferson
On May 16 at 3 p.m. ET, We Know Next conducted a lively and insightful #NextChat discussion on "Creating Generational Engagement with Reverse Mentoring" with Next Official Blogger, Microsoft's Ross Smith and his reverse mentor Prem Kumar.
Ross and Prem shared their experiences with reverse mentoring and explained how leaders should think differently about managing multiple age groups.