As millennials flood the workforce, companies are seeing a significant drop in employee engagement and it is reported that currently it is the lowest it has been in almost a decade. “Why?” you may be wondering. The reasons cited are that twenty-first century employees have shorter attention spans, consume information near real time, and most importantly, will not hesitate to leave a company if they are dissatisfied. In fact, 60% of millennials stay at a job for less than three years and replacing them costs companies billions of dollars annually.
By 2025, 75% of the workforce will be made up of Generation Y/Millennials
Your organization needs to start looking closely at a plan to nurture, develop, and retain this generation of employees. They are becoming, and will be, our future leaders in business. Therefore, organizations must evolve in order to accommodate their DNA and to align them with the desired way of doing business.
This also raises another issue that stretches beyond retaining Gen Y. How is it possible that a company can thrive when there is a mix of generations in the workforce who do not fully appreciate each other and their uniqueness? Three generations work side-by-side in today’s corporate environment:
We live in a world of here and now, “selfies”, social media, and information at your fingertips. Leading and inspiring a mixed generational workforce requires much more insight now than it ever has in the history of the human race. How do these generational gaps manifest themselves in the workplace?
Each generation tends to have a different approach to hours of work
They value recognition and rewards differently
They have unique work styles
They communicate differently and have preferred feedback preferences
They balance their work and life activities in different ways
They manage conflict their own way
In some cases, the end result equates to misunderstanding and conflict between people, in particular, those who come from a different generational background. Boomers might resent or mistrust Gen Xers and Gen Yers/Millennials who flex their hours or seem to be frequently away from the workplace. On the other hand, Gen Xers and Gen Yers/Millennials may think Boomers are inflexible, “married” to their jobs and unwilling to ask for what they need.
The gaps aren’t just between the older and younger generations – Gen Xers may find Gen Yers/Millennials’ desire for meaningful work and close relationship with an organization’s leaders unrealistic. Gen Xers’ casual attitude toward authority might be misunderstood as disrespect for leadership that Gen Yers/Millennials value.
Bridging the Generational Gap workshop will arm you with the insights and approaches you need to be more effective at leading individuals and collaborating with different generations. It will help you build strong and trusting relationships and be more effective at producing results for your organization.
In our three-hour workshop we will explore what you can do to bridge the generational gap through your own self-awareness of how others perceive you. We will challenge your assumptions and encourage the openness of valuing others’ choices and preferences. By focusing on the common goals and valuing diversity, it aligns individuals’ common interests and fosters productive behavior so organizational goals and objectives are achieved.
Results that teams and individuals achieve through the workshop:
Results that companies achieve through the workshop: