In keeping with national trends, over half of the workforce is Generation X and Y.
The approach each of these generations brings to the work environment varies with respect to expectations, capabilities, and loyalty. Raised by the Greatest Generation, the Schwarzkopf Generation is duty first. This group has lived through the Great Depression and World War II or was raised by parents who did.
This generation considers duty to be a primary value and security is very important to them. Their reward or praise is receiving their paycheck on time. They plan to stay with their firm for the long-term.
Earlier this year we lost one from this group who had always said that they would take him out feet first. He walked out one day, saying that this wasn’t the firm he went to work for.
This is the generation who’s parents wanted to given them a better way of life with respect to theirs, with education as a primary value and freedom of expression and independence very important to them. Much like the generation before, Boomers tend to be loyal to a firm and plan to stay for the long term.
Growing up with mass media and television, this is the first generation which has seen and lived through massive changes in the workplace and been very adaptable to change. With that said, this is also keeping them in leadership roles longer than others, it’s their experience and willingness to learn and change which had led to this.
Accomplishment is the reward of choice, thus leading to the title “Workaholic”. Thus far this year the bell has told for two of this generation.
The first of two generations by Boomers, Generation X is attracted by life balance. This is the first generation where both parents worked and were most likely to divorce. Security is the primary value and self reliance is very important. They have seen their parent s outsourced and down-sized so loyalty to any firm is not there.
They are free agents who find security in managing their own careers and not relying on a firm or others for long term support. They are the considered to be the Bridge Generation with regards to technology and being comfortable with it.
As a whole, they understand and usually adopt the work ethic of Boomers, but connect with Generation Y and their views and culture. Typically Generation X will stay with a firm as long as it meets their needs. They don’t plan to stay with a firm long term. A key value to them is work-life balance. Those who have moved on account for one this year.
Generation Y, the second for the Boomers, was born with technology practically in their hands. This generation will have the greatest effect on our future, based upon their shear number over Generation X, and extreme difference in values and outlook.
Growing up with technology they are capable of much and are very self-focused, been told that they are the best since childhood, and they expect praise and feedback continually.
Capacity to work is very high, on the flip side they are very high maintenance, and need constant stimulation and praise. As a whole, this is the first generation which is more comfortable working in a team environment and is less competitive personally than for generations before them.
For this generation, a long-term commitment is considered to be a couple of years, work-life balance plays a key role for them, and they pride themselves on community involvement and making the world a better place. Greener pastures have taken three thus far this year.
To recap thus far this year, those who have left are as follows:
Those not taken into account during this period are part-time interns who have left to continue with school. Note that over half those who have left are in Gen X and Y.
Next installment will look at managing the generations.
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