About Purpose is about your purpose.
Aim: Identify and articulate your purpose.
Arm: Shape yourself around your purpose.
Act: Achieve your purpose.
Programs:
| Receive our Free email newsletter |
About Purpose,
YOUR Purpose
Now announcing a radical new way for you to afford quality consulting services. Read this press release.
Is a Makeover Part of Your Strategic Planning?
Bob Ryan, About Purpose, Inc. ©2009
Is your company Gen X and Gen Y friendly? If not, it’s time for a serious makeover.
Most established companies are in the hands of Boomers (see the chart, below) and the corporate structure, physical surroundings, policies and procedures and compensation packages are all designed by and aimed at that generation.
Generation |
Born between |
Baby Boomers |
1943 - 1960 |
Generation X or 13th Generation |
1961 - 1980 |
Generation Y or Millennials |
1981 - 2000 |
Today’s employees are largely coming from the ranks of the Xers and Yers whose needs, values and aspirations differ greatly from the Boomers. If your company is to be an attractive target for recruitment, it had better take a good look at how the last two generations view it and what needs to be done to improve.
Savvy, large corporations are all over this and are actively marketing recruitment and compensation packages that match these generations’ job shopping lists. At the end of this article are some links to help you get up to speed and catch up with what bigger companies are already doing. In the meantime, here are a few descriptors from the literature that may help you examine your own company and guide your strategic planning.
Generation X
They are motivated by strong collegial relationships, work that interests them, and opportunities for learning. Bottom of the list items include salary, power and image. They seek work-life balance over loyalty to the company and are not impressed by hierarchy and structure.
Generation Y
They are motivated by opportunity for advancement, challenging jobs, flexibility and creativity. However, this generation tends to feel “entitled” and they are more interested in job security and health benefits than the Gen Xers. Freedom from job rules and structures are important and work-place behaviors are likely to seem far more casual than Boomers are comfortable with.
If you feel uncomfortable with some recent hires, chances are that you are out of touch with what these two newer generations need. The bad news is that you are probably also missing out on what they bring to the table in terms of talent, creativity and boldness. Do yourself a favor and engage in a mini-strategic planning session just focused on your recruitment and retention profile. Do a little research and challenge your company’s status quo.
Resources
Booklet: Generations in the Workplace, Gambone, Points of View Productions, www.pointsofview.com
Book: Generations at Work: Managing the Clash of Veterans, Boomers, Xers and Nexters in Your Workplace, Zemke, Raines, and Filipczak, American Management Association, 2000.
Book: Motivating the "What's In It For Me" Workforce: Manage Across the Generational Divide and Increase Profits, Marston, Wiley, 2007
Article: Generation Y: They've arrived at work with a new attitude http://www.usatoday.com/money/workplace/2005-11-06-gen-y_x.htm
Article: What do Gen Xers Want? http://money.cnn.com/2006/01/17/news/companies/bestcos_genx/index.htm