A Look at Generations in the Workplace
For employee investment and retention, companies have to adapt to changing expectations.
An area of interest in research since I was in college has been generational patterns/shifts and how changing expectations create a need for systematic changes. Sometimes, we adapt well. Other times, we fail to recognize the vital impact of the mindset shift of younger generations and become reactive too late, instead of proactive.
This topic is something I’ve researched and presented many times. Now seems better a time than ever to write about it, as numbers of baby boomers retire each day and the first of Gen Z enter the post-grad workforce. Additionally, the rising concerns I’ve repeatedly heard about high turnover rates are mostly rooted in a misunderstanding of the shift that’s happened.
No longer are we a society where employees have to provide employers value to survive, but one where companies have to provide value to employees to retain them (and actually get a decent ROI on an employee).
Generational Characteristics
It’s important to note that while shifts in attitude happen and help to define generations, each generation is influenced by those before them who raised, mentored, and taught them.
