bridging the gap - engaging with the new generations at work
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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
www.mccrindle.com.au
1. Changing Demographics
Changing population
1. Population growth
2. Population spread
3. Increasing geographical mobility
4. Increasing vocational mobility
5. Work-life shifts
Changing demographics: 5 key impacts
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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
Changing Workforce – 7 enduring issues
Builders Generation - aged 65+:
Builders
4% workforce0% in 2020
Baby Boomers - aged 46-64:
Boomers
35% of workforce15% in 2020
Generation X - aged 31 to 45
Gen X
43% of workforce36% in 2020
Generation Y - aged 30 and under
Gen Y
18% of workforce35% in 2020
2. Generations Defined
• 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.
A Snapshot of the New Generations:
childhood
adulthoodadulthood
teensadulthoodadulthoodteens
adulthood
childhoodadulthoodadulthood19th Century
teens
adulthoodteens
childhoodadulthoodadulthood19th Century
20th Century teensadulthoodadulthood
childhood
teens
adulthood
childhoodadulthoodadulthood19th Century
20th Century teensadulthood
childhood adulthood
childhood tweens adulthoodteens kippers21st Century
Tradition
Reputation
Sit & Listen
Long-term needs
Content
Authority
Tradition
Reputation
Sit & Listen
Long-term needs
Content
Authority
Innovation
Tradition
Reputation
Sit & Listen
Long-term needs
Content
Authority
Innovation
Recommendation
Tradition
Reputation
Sit & Listen
Long-term needs
Content
Authority
Innovation
Recommendation
Try & See
Tradition
Reputation
Sit & Listen
Long-term needs
Content
Authority
Innovation
Recommendation
Try & See
Short-term wants
Tradition
Reputation
Sit & Listen
Long-term needs
Content
Authority
Innovation
Recommendation
Try & See
Short-term wants
Process
Tradition
Reputation
Sit & Listen
Long-term needs
Content
Authority
Innovation
Recommendation
Try & See
Short-term wants
Process
Authenticity
3. Attracting & Retaining Staff
Work/Life Balance (Flexibility)
Workplace Culture (Community)
Management Style (Accessibility)
Job Content (Variety)
Training (Employability)
Source: McCrindle Research: New Generations at Work
Top 5 (Gen Y) Attraction/Retention factors:
Funnel
Fluid
Command & Control - 20th Century
FINANCE OPERATIONS MARKETING
L
Collaboration & Cooperation - 21st Century
L
L
LL
L
L
L
L
4. Leading & Training Staff
Effective Leadership – getting the mix right
Relational
Transformational
Positional
20th Century(Boomers & Xers)
Today(Generations Y & Z)
Who
How
What
Where
20th Century(Boomers & Xers)
Today(Generations Y & Z)
Who TrainerLearned
FacilitatorLearner
How
What
Where
20th Century(Boomers & Xers)
Today(Generations Y & Z)
Who TrainerLearned
FacilitatorLearner
How ProvableVerbal
ObservableVisual
What
Where
20th Century(Boomers & Xers)
Today(Generations Y & Z)
Who TrainerLearned
FacilitatorLearner
How ProvableVerbal
ObservableVisual
What PassiveLong term needs
ParticipativeShort term demands
Where
20th Century(Boomers & Xers)
Today(Generations Y & Z)
Who TrainerLearned
FacilitatorLearner
How ProvableVerbal
ObservableVisual
What PassiveLong term needs
ParticipativeShort term demands
Where StructuredClassroom style
SpontaneousCafé style
+
+
COGNITIVE
EMOTIVE
AGREE-ERS
SEEKERS
--
HECKLERS
EMBRACERS
communication: cognitive-emotive engagement
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• Real
• Relevant
• Responsive
• Relational
Session summary: the 4 Rs:
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McCrindle ResearchFreecall: 1800 TRENDS (1800 873 637)
www.mccrindle.com.au