Generationally Savvy

Generational Differences - What Shaped Millennials (Gen Y), Gen Xers, Baby Boomers and Traditionalists Way of Seeing The World

  We know that it would be great if everyone saw the world the way we do, but the fact remain (until further notice) that others see the world a "little" differently especially when they are from another generation.

Press Play to Listen--->          

I sat down with a friend recently to share a little bit about the basics of the unique way Millennials, Gen Xers, Baby Boomers and Tradtionalists all see the world.  Listen in as we discuss what happens in each generations formative years from 8 to 18 that shapes how they see the world, who they trust, and what they believe in, or at least use as a strong reference point, for the rest of their lives. Anna Liotta                                                                                        

 

 

Retaining the Generations - How to Stop the Talent Revolving Door

 Understanding each generation's different career expectations and "plans" can save you serious money and vital time.

Business leaders today are grappling with a two-sided challenge.

1. How do we attract top young talent?
2. How do we retain that talent? (a question even more vital to long term success)

We all know that the investment of recruiting and acquiring a new team member can be significant. Often times those investments become even more substantial when you factor in onboarding costs and decreases in productivity that are frequently part of the game while a new team member finds their footing in the organization.

 

Becoming a fully-functioning, revenue producing, member of a team can easily take 3 to 12 to 18 months from a new hire's start date.

And now we have a new wrinkle that managers and leaders are just begining to realize. For many Millennials 12 to 18 months is about the time they are thinking about looking for a new opportunity or challenge; either at your company, or (gulp) if you're not ready to help them find it here, at the competition's.

 The reality begins to sink it...  

                We are not in Kansas anymore Toto.                                

To find out more about this, click on the audio player and listen in as I discuss the impact and opportunities of understanding the generational perspectives on careers and share some insights on how to stop the talent revolving door from decreasing your bottom line. 

Posted by Anna Liotta

Generation X "Box" and Beyond - Part 2 of 2

The gamer generation has, in an important way, grown up in a different reality than the rest of us. The billions of dollar and hours they have spent in the virtual worlds has shaped how they relate and influenced their belief of what they should do to "make it" in "the world".

Part II - The WAY IT IS in the Gamer World

How People Relate

• It’s all about competition - You're always competing; even if you collaborate with others, there is some character or score to beat.
• Relationships are structured - To make the game work, everyone must play a role such as competitor/ally, or boss/subordinate.
• We are all alone - The gaming experience is basically solitary, even if played in groups.
• Young people rule - Young people dominate gaming. No attention is paid to elders. Paying your dues takes a short time.
• People are simple - Their skill may be complex, multi-dimensional, and user-configurable, but their personality types and behaviors are simple.

What You Should Do

• Rebel - Edginess and attitude are dominant elements of the culture.
• Be a hero - You always get the star's role; that is the only way to succeed or get satisfaction.
• Bond with people who share your game experience, not your national or cultural background - It's a very global world, in design, consuption, and characters. It creates an expectation of diversity in business life as well.
• Make your own way in the world - Leaders are irrelevant and often evil; ignore them.
• Tune out and have fun - When reality is boring, you hop into the game world. The whole experience of gaming is escapist.

Along with these new "rules' of engagement and gaming come expectations about what the workplace will be like i.e. diverse, fair, immediately interactive and welcoming to the new ideas and creations of the newest member on the team.

Business leaders looking to attract, grow and retain younger talent need to ask themselves, "Are we ready and willing to play the game?"

 

By Anna Liotta

Generational Overview - Who's a what and why do I care?

It's amazing! Every time I'm out at a business event or social gathering the conversation turns to the generations. Now I know that I might tend to be a magnet for the conversations as it's an area that I'm quite passionate about, but really everyone (a.k.a. lots and lots of people) is talking about one of the generations.

A quick overview of what they are talking about might be helpful:

Traditionalists (a.k.a. Matures) born between 1927 and 1945 are currently 61- 79 years old.

Baby Boomers (a.k.a.  Boomers) born between 1946 and 1964 are currently 43 - 60 years old.

Gen X-ers (a.k.a. X-ers) born between 1965 and 1977 are currently 30 - 42 years old.

Millennials (a.k.a. Gen-Y) born between 1978 and 1999 are currently 8- 29 years old.

Why are we talking about the generations? What is so important about understanding each generation and how they think, what they value and what they believe...

Bottom line it's affecting the way and how successfully we do business, how we attract, grow and retain our top talent and loyal customers.

Corporations and associations are feeling the pinch as the talent market tightens and the competition for leaders, members and employees heats up.

Currently...

Traditionalists make up 10% of the workforce and are ready to retire.

Baby Boomers (80 Million strong) make up 46% of the workforce and are poised to start retiring or at least change their jobs.

Gen X-ers make up only 29% of the workforce. Only 44 Million ever born, this generation of leaders numerically can't fill in the gap the Boomers will leave, and frankly don't want the same "live to work" life style. They are declining the offers of management saying, "Thanks, but no thanks." to the promotions and senior-management positions that are rapidly opening.

Millennials (76 Million) currently 15% of the workforce and will definitely expand to fill more of the workforce however these "Echo Boomers" will not be quite ready for the top leadership positions for a few years.

Organization leaders need to be asking themselves the tough questions.

• Why do they want to work for us?
• How do we match their values and needs?
• What would their career path look like in the first 6, 12, 18 months?

Because they are going to be faced with them in interviews (both formal and informal) and knowing and living the answers will make all the difference in attracting and retaining the next generations.

By Anna Liotta