Fill your Jobs with the Right-Fit Generation
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A core challenge over the time been will be to attract and retain a skilled work force as the labor market continues to tighten, technology continues to evolve, and fewer foreign students immigrate to America for job opportunities. This situation is exacerbated as companies find themselves managing four generations of American workers: 1- Silents (Born between 1925 and 1946) 2- Baby Boomers (Born between 1946 and 1964) 3- Generation Xers (Born between 1965 and 1980) 4- Generation Ys or Millennials (born after 1980)
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Fill your Jobs with the Right-Fit Generation
- 2. TRADITIONALISTS BABY BOOMER GENERATION X 65-88 years old 46-64 years old 30-45 years old Work Ethics Hard Work Workaholics Eliminate the task Respect authority Work efficiently Self-reliance Sacrifice Crusading causes Wants structure & Duty before fun Personal fulfillment directions Adhere to Rules Desire quality Skeptical Work is An obligation An exciting adventure A difficult challenge A contract Messages Your experience is You are valued Do it your way that motivate respected You are needed Forget the rules
- 3. For the first time in history, 3 generations are available the same job market – often in the same job.
- 4. When considering generational differences, certain generalizations are utilized. Not everyone in a specific generation will exhibit all of these characteristics, but most will exhibit some of these traits.
- 5. TRADITIONALISTS BABY BOOMERS 65-88 years old 46-64 years old • Disciplined •Optimistic • Dutiful • Achievement-oriented • Loyal •Self-importance • Conservative •Individuality • Patriotic •Consumption •Cool •Challenge routins GENERATION X MILLENNIALS 30-45 years old 10-20 years old •Independent •Optimistic •Self-centered •Ordered •Disloyal •Respectful of authority •Survivors •Open-minded •Focused on money •Tolerant •Technologically savvy •Entitled
- 6. TRADITIONALISTS Who Are They? Born pre-1946 52 Million 5-7% of the workplace Hold close to 2/3 of nation’s financial assets Matures/veterans/The Silents Strengths Disciplined, Experienced, Committed Fit jobs with: - Big units to manage - Strategic management requirements - Advisory roles - Change management needs - Solid regulations
- 7. BABY-BOOMERS Who Are They? Born 1946-1960/1964 75 million 15-55% of the workforce A new 50-year-old every 7 seconds Strengths Residual idealism, “Can Do” attitude. Fit Jobs with: - project management, - force systems’ Implementations, - on-going Problem solving, - design&develop systems, Fit jobs with needs of: - Alignment with others needs, - Change management needs - Solid regulations - Long working hours
- 8. GENERATION X Who Are They? Born 1960/64-1979 45 million 35-45% of the workforce Strengths Independent, Results-oriented, Creative/adaptable Fit jobs with: - Flexible attendance - High work benefits - New design ideas - Less subordinates
- 9. MILLENNIALS Who Are They? Born 1980 – 2000 70 million 2-5% of the workforce Strengths Multi-taskers, Globalized, Commitment to mission, Collaboration/teamwork, Tolerance of differences Fit jobs with: - Communication bases skills - Easy jonior technical skills - High efforts to achieve results
- 10. From the Top Down Traditonalists are disciplined conformists who work well in a structured, hierarchical environment. They are in the distinct minority in the workplace, but often hold much of the authority.
- 11. Baby Boomers Distrust Traditionalists as too conforming. Stress individuality and independence. They could be excellent mentors to the Millennials, because they share many of the same values. View Millennials as spoiled.
- 12. Generation Xers View Traditionalists as out of touch and Boomers as naïve. See themselves as strong, survivors. Money is their guiding principle. Do not prefer to work in collaboration with others; do not share Millennial preference for team-work. Not afraid to buck tradition in the name of progress. What’s in it for me? Do not understand Millennial need for structure and feedback.
- 13. Millennials Entitled; don’t understand “paying dues.” Technologically savvy. Seek work-life balance. Often lack social/political skills. Want to collaborate. Lack self-confidence, but have high self-esteem. Require clear guidelines, policies, feedback. Often “manage up.”