Ross Smith has worked in every corner of the software industry for more than 20 years and is currently a Director of Test at Microsoft.
Posts Tagged Multi-generational Workforce
Employers should have a firm understanding of what is important and valued by each of these generations when establishing their recruiting plan. It may help to determine whether potential candidates will accept or reject positions within the organization. Successful recruiting must take into consideration not only the positions that are available, but the types of people that are needed to fill those positions. Employee retention may be significantly increased if there is an effective hire.
Data from the U.S. Bureau of Labor Statistics show that the proportion of people younger than age 24 in the U.S. labor market is lower than at any other time since participation rates were first tracked more than 60 years ago. At the same time, the data show that workers age 50 and older are being employed longer—many working well into their 70s—than at any other time during those 60 years.
Influencing organizational leaders is the top priority in making lasting, effective organizational changes aimed at meeting the need of today’s workforce for flexibility, says Brad Harrington, director of Boston College Center for Work & Family.
It must be part of a three-prong approach that includes helping individuals manage their careers and effective HR policies and programs that allow for work/life initiatives, he said during a Sept. 9, 2008, web conference.
An ardent defender of youth says they’re smart and collaborative—and will reshape the workplace.
Best-selling author Don Tapscott says Millennials—those born between 1978 and 1997, whom he calls the “Net Generation”—are influencing the world of work through their ways of using the Internet.
Bruce Wilkinson discusses the role of professional development in creating multi-generational leaders in the workplace.
Don Soderquist highlights the role of senior leaders in merging generations and developing teamwork within organizations.
Shape your organization for the future by measuring workforce needs, analyzing trends and being open to new working relationships.
Senior executives spend only 3 percent of their workday thinking about the future, according to the Future of Work, a global community of organizations and individuals whose members study workplace trends. In an eight-hour workday, that’s a mere 14 minutes pondering the environment where they will be competing. As the Chinese proverb warns, “The person who does not worry about the future will shortly have worries about the present.”
Angela Herrin, of the Harvard Business Review, talks about generational trends shaping work.