Overcoming perception of being short term employees (Ageism)
Gen X (1965-1980)
Values
Autonomy
Independence
Laid back, friendly & flexible workplaces
Seeks efficiency and innovation
Work Styles
Flexible
Sees change as opportunity
Wants to change the rules
Type of Employee
Independent
Laid back
Questions the Status Quo
Created the concept of work-life balance to compliment monetary rewards
Bonuses
Stock options
Innovators
Created the trend of start-up businesses
Relationship with Organization
Loyal to manager
Exceeds expectations/delivers results
Views job as one part of self
Relationship with Authority
Unimpressed by authority
Expects skills and competencies to be respected
Tell me what you can do for me.
Obstacles
Being overlooked. The generation between two very large generations, Gen X can get lost in the job shuffle at times
External Pressure
Millennial (1981-1996)
Values
Meaningful work
Ability to be creative
Values tech for efficiency
Prioritizes professional development over loyalty
Work Styles
Expects a fluid work environment
Views change as potential for improvement
Seeks to create the rules
Type of Employee
Job-hops to find the right fit
Needs a constant source of feedback in order to have longevity in company
Wants to be evaluated by the results of the work
Expects relaxed work environment (gen x created the trend, Millennials expect it)
Will challenge authority in order to find creative and innovative solutions to workplace problems
Relationship with Organization
Loyal to colleagues/co-workers
Asks for equitable treatment
View job/career as opportunity to add value and contribute to society
Relationship with Authority
Respects authority figures that are competent
Show me what you can do for me RIGHT NOW.
Obstacles
Career Interruptions (i.e. Pandemic)
Job-hopping
Gen Z (1997-2015)
Values
Authenticity
Truth
Connectivity
Interpersonal communication (two-way)
Work Styles
Agile/adapts quickly
Views change as reality
Seeks balanced/fair rules
Type of Employee
Wants an authentic employer
Requires transparency and clear direction regarding their work
Sees merit in personal growth and reaching performance goals
Relationship with Organization
Loyal to the experience
Views job/career as personal growth
Relationship with Authority
Respects the rules and process
Follows direction but wants to be engaged
Requires two-way exchange of ideas with leadership
Obstacles
Lack of entry level jobs
Perception that Gen Z has no social skills
The Great Resignation
What is the great resignation?
Is a reference to the higher than normal amount of employees leaving their jobs voluntarily, beginning in late 2020 and early 2021
This event happened after the quit rate dropped sharply during the beginning of the Pandemic. Massive shutdowns were a large contributor.
After restrictions loosened and vaccines rolled out and businesses opened back up, the quit rate continued to increase massively.
Why are employees leaving?
Is there any real merit in these common spouted reasons
People are lazy
Government Handouts
No one wants work (esp Millennials)
Most Simply
Because they can
Because they are upset
Because they are exhausted
More Specific - Top 10 Reasons Why Workers Left a Job in 2021(Survey)
Pay to low
No opportunity for advancement
Felt disrespected/unvalued
Child care issues
Not enough flexibility
Bad/lack of benefits
Desire to relocate
Working too much (Too many hours/too much overtime)
Working too little (Not enough hours)
Required a Covid-19 Vaccine
Essential Workers
Underpaid
Under valued
Overworked
Heroes without hazard pay
Felt expendable
Shift to Remote Working
Nic
Pandemic induced or something more?!
Opportunity for discussion (B/N)
Will Americans regret the Great Resignation?
According to a new study, yes.
One fourth of Americans that quit their jobs, regret their decision.
Regrets levels varied by profession
The profession with the least regret was healthcare workers (only 14% regret quitting)
“Millions of Americans Regret the Great Resignation” by Alexander Tanzi. 7/12/2022
What mark will The Great Resignation Leave on the Workplace?
Even as trends slow (4.2 million left in May down from April at 4.4 million; versus 4.5 million in November; which was a record high) and rumbles of an incoming recession are abound; the changes that have come about due to the great resignation will remain in the workplace culture
Flexibility (in scheduling/how work is performed)
Adjustments in pay & benefits
Addressing employee wellness (including mental as well as financial health)
Getting rid of the notion of the traditional workspace
Encouragement of work-life balance
“Even when the ‘Great Resignation’ wanes, the workplace changes it spurred won’t, says psychologist who predicted the trend.” by Michelle Fox (CNBC) 7/12/2022
Midroll
Segment 3
Post Pandemic Views on Working (Stats - Millennials and Gen Z)
Following the pandemic, 25% of Millennials and 22% of Gen Z want to work “a little to a lot less”.
Less than half (47%) of Millenials and Gen Z (48%) think businesses are having a positive impact on society
Why?
The Great Resignation is likely to continue as 36% of Millenials and 53% of Gen Z state they will leave their current employer within 2 years.
The new norm?
Due to the pandemic, respondents also have felt immense stress. The survey demonstrated that 41% of Millenials and 46% of Gen Z feel stressed all or most of the time. This has contributed to The Great Resignation.
Tips for Generational Engagement in a Multi-Generational Workforce
Experts suggest focusing on having adaptable policies
Increase social responsibility
Create a purposeful direction for the company vision
Close the gap between education and competencies for the job
Support employee wellness & resilience. (Which includes mental health)
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