The REC just released their Gateway to Success white paper, which is, unsurprisingly, a very interesting read. As well as covering technology, CSR issues, diversity and globalisation, it made some very interesting points about generational issues that are going to be relevant for tomorrow's workplace. Following is my selection of excerpts from the Generations section of the white paper, should you not have been able to read it. Hopefully it sparks some sort of response or reflection from you!
The world of work in which we exist houses staff that cross four generations: baby-boomers, and generations X, Y and Z, and the REC point out that employers need to be able to attract and retain these different generations simultaneously.
Generational traits:
- Baby-boomers: post-war generation who are nearing the standard retirement age but most are choosing to continue working
- Generation X: born in the 60's/70's, characterised by their independence, resilience and adaptability.
- Generation Y: impatient for opportunities and promotion, but more willing than any previous generation in the 20th century to blend their work and personal lives. Live by the "work hard, play hard" mantra, but are willing to work beyond standard business hours.Gen Y will ensure the UK's economic future, and are shaping the employment environment towards this success. Tech-savvy and aware of their value in the job market.
- Generation Z: the "net generation" who are active consumers of media technologies. Socially conscious but equally indulgent and anti-social, they have been brought up in a world of equality, particularly in the home/family environment. Like GenY-ers, are aware of their value in the job market, and expect their workplaces to train them well, and be environmentally stimulating.
Generations Y and Z are the spine of the future workforce, and employers will need to understand and harness their collaborative, less hierarchical, working styles.
What should employers expect then from this generational mish-mash?
- An increase in fixed-term or temporary contracts for managers from Gen Y
- Self-directed learning and personal development
- Ambition and impatience to progress
- Career-focus combined with a desire for work-life balance
- Social responsibility - wanting to work for a company that fits well with their own world view and that provides them with the chance to do something worthwhile
- Excellent pay and conditions as well as challenge and development
- A focus on portable skills with limited loyalty to current employers.
Differing values held by each generation will lead us to refer to "workforces" rather than a singular "workplace" and the multigenerational differences will demand adaptive management approaches on a broad scale. Employers and recruiters will need to work together in order to ensure that attraction and retention processes are in balance, and that recruitment promises are reflected in the day-to-day workplace.
These excerpts were taken from pages 19 and 20 of the REC's Gateway to Success white paper which can be
accessed in full here.
Image taken from a previous 4MAT blog.
