Posts Tagged ‘podcasting’
The Human Capital Institute published a very cool White Paper entitled:”The Silent Generation Meets Generation Y: How to Manage a Four Generation Workforce with Panache”. Also, they conducted a webcast with Tom Casey, Senior VP of BSG Concours, with the same title.
Here are a few highlights (of many) from the White Paper and Webcast. But if you’re interested in getting the entire document or viewing the webcast, you can go to this page of the HCI website and purchase either one.
Excerpt from The Silent Generation Meets Generation Y: How to Manage a Four Generation Workforce with Panache:
Managing a multi-generational workforce is a challenge that many organizations are facing today. Shelly Schmocker, Vice President of Global Talent Management at StepStone, says that effective workforce planning strategies will require a shift in thinking from the topic of the â€œaging workforceâ€ and instead address issues related to the â€œmulti-generational workforceâ€. Companies are stepping back and looking more holistically at how to develop programs and deploy technology that will speak to four distinct generations in the workforce. Each age group requires a different approach when designing career and compensation strategies, performance motivators, and addressing learning styles. The biggest challenge, however, is how to effectively encourage collaboration among the four different generations of workers (cohorts). Tom Casey, Senior Vice President of BSG Concours, made the following comments to preface further discussion on this topic.
We can no longer think about human capital challenges purely in the context of the aging workforce.
– Gen Yâ€™s donâ€™t have loyalty to the company
Gen Yâ€™s certainly donâ€™t look like â€œusâ€ (Boomers) and their experience and backgroundâ€™s are vastly different than that of a typical boomer, according to Tom Casey who described himself as a â€œtypicalâ€ Boomer. Casey is 58 years old, has 4 grandchildren, draws two pensions and works 100% (full-time) in the workforce. His approach to work has been shaped by events and values that are very different than those that influenced Gen Y.
Casey cautions that no matter the role in your company, you will be managing Generation Y workers in the future and the task will be challenging. And there are an equal number of generalized perceptions about Boomers that are held by Gen Yâ€™s:
– They are inefficient
The real issue that underlies generational stereotypes is that thereâ€™s incomplete communication between differing generational groups. Casey used the analogy of the game â€œtelephoneâ€ in describing just how jumbled communication can get between differing generations. One party speaks into the line and the other party either canâ€™t hear the message or hears it incorrectly. The breakdown in communication happens in both directions and leaves both parties feeling frustrated. One â€œWar Storyâ€ helps to put into context why Gen Y individuals are so different than Boomers. Casey noted an interesting tactic that some recruiters have used with success in hiring Generation Y workers. Recruiters have discovered what Casey described as the â€œDaVinci Codeâ€ for recruiting Gen Y workers. Gen Yâ€™s are very family-centric and one way to win them over is to involve their family in the hiring process. This approach is not without its drawbacks, however. Some employers are finding that once theyâ€™ve involved the family in the recruiting or hiring process, theyâ€™ve hired the whole family. It is not uncommon to hear stories of parents calling employers to find out why their son or daughter got a poor performance review. Obviously, this is not an experience that many Boomers can relate to; in fact Casey stated that in a poll of Boomers, some 60% felt that they would have been better off without parents at all.
This is a mere “blip” of the info covered in the document and webcast. So if this topic interests you, check out my book or go to the HCI website to buy the White Paper or webcast. Either one is loaded with info that will help you better manage the multigenerational workforce!
Bye for now,