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Bridging the Gap:
An Employers’ Guide to Engaging with the New Generations at Work
Presented by Mark McCrindle
www.markmccrindle.com

2. 1. Changing Demographics

3. Changing population

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Changing demographics: 5 key impacts
1. Population growth
2. Population spread
3. Increasing geographical mobility
4. Increasing vocational mobility
5. Work-life shifts

5. Changing Workforce – 7 enduring issues
1. Ageing workforce: mid 40’s
2. Peak labour: 2011
3. Leadership succession 1 in 3 by 2020
4. Declining average tenure: 12 yrs to 4 yrs
5. Portfolio careers: 5 careers, 20 emp.
6. Entrepreneurial: 1 in 4
7. Increased mobility: Local & global

7. Builders Generation - aged 65+:
Builders
4% workforce
0% in 2020

8. Baby Boomers - aged 46-64:
Boomers
35% of workforce
15% in 2020

9. Generation X - aged 31 to 45
Gen X
43% of workforce
36% in 2020

10. Generation Y - aged 30 and under
Gen Y
18% of workforce
35% in 2020

11. 2. Generations Defined

12. A Snapshot of the New Generations:
• Global, multicultural, entrepreneurial
• The most educated, endowed generation ever.
• Early adopters in a tech-saturated world.
• Employment options in an ageing era.
• Geographical mobility & portfolio careers
• Upagers, living beyond their years.

13. childhood adulthood
adulthood
teens adulthood
adulthood
teens adulthood

14. 19th Century childhood adulthood
adulthood
teens
teens adulthood

15. 19th Century childhood adulthood
adulthood
20th Century childhood teens adulthood
adulthood
teens adulthood

16. 19th Century childhood adulthood
adulthood
20th Century childhood teens adulthood
adulthood
21st Century childhood tweens teens kippers adulthood

17. Tradition
Reputation
Sit & Listen
Long-term needs
Content
Authority

18. Tradition Innovation
Reputation
Sit & Listen
Long-term needs
Content
Authority

19. Tradition Innovation
Reputation Recommendation
Sit & Listen
Long-term needs
Content
Authority

20. Tradition Innovation
Reputation Recommendation
Sit & Listen Try & See
Long-term needs
Content
Authority

21. Tradition Innovation
Reputation Recommendation
Sit & Listen Try & See
Long-term needs Short-term wants
Content
Authority

22. Tradition Innovation
Reputation Recommendation
Sit & Listen Try & See
Long-term needs Short-term wants
Content Process
Authority

23. Tradition Innovation
Reputation Recommendation
Sit & Listen Try & See
Long-term needs Short-term wants
Content Process
Authority Authenticity

24. 3. Attracting & Retaining Staff

26. Top 5 (Gen Y) Attraction/Retention factors:
Work/Life Balance (Flexibility)
Workplace Culture (Community)
Management Style (Accessibility)
Job Content (Variety)
Training (Employability)
Source: McCrindle Research: New Generations at Work

27. Funnel

28. Fluid

29. Command & Control - 20th Century
L
FINANCE OPERATIONS MARKETING

30. Collaboration & Cooperation - 21st Century
L L L
L L
L L L

31. 4. Leading & Training Staff

32. Effective Leadership – getting the mix right
Positional Relational
Transformational

33. 20th Century Today
(Boomers & Xers) (Generations Y & Z)
Who
How
What
Where

34. 20th Century Today
(Boomers & Xers) (Generations Y & Z)
Who Trainer Facilitator
Learned Learner
How
What
Where

35. 20th Century Today
(Boomers & Xers) (Generations Y & Z)
Who Trainer Facilitator
Learned Learner
How Provable Observable
Verbal Visual
What
Where

36. 20th Century Today
(Boomers & Xers) (Generations Y & Z)
Who Trainer Facilitator
Learned Learner
How Provable Observable
Verbal Visual
What Passive Participative
Long term needs Short term demands
Where

37. 20th Century Today
(Boomers & Xers) (Generations Y & Z)
Who Trainer Facilitator
Learned Learner
How Provable Observable
Verbal Visual
What Passive Participative
Long term needs Short term demands
Where Structured Spontaneous
Classroom style Café style

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communication: cognitive-emotive engagement
+
SEEKERS EMBRACERS
EMOTIVE
HECKLERS AGREE-ERS
-
- COGNITIVE +

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Session summary: the 4 Rs:
• Real
• Relevant
• Responsive
• Relational

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McCrindle Research
Freecall: 1800 TRENDS (1800 873 637)
www.mccrindle.com.au
info@mccrindle.com.au