What the Generations Value

[M.D. Holloway]

I was sent this from HR. Not sure I agree with it but it is an interesting read:

Traditionalists, those born 1928-45, are expected to drop from 3 percent of the workforce in 2015 to 1 percent in 2020.
Traditionalists are motivated by money but also want to be respected. They want to make an impact and continue to add value to society and the organization, she said during the webinar. This group typically prefers milestone recognitions and values flexible schedules and promotions. Preferred recognition style: subtle, personalized recognition and feedback. Welcomed benefits: long-term care insurance, catch-up retirement funding.

Baby Boomers, those born 1946-64, are expected to drop from 31 percent of the workforce in 2015 to 22 percent in 2020 (nearly 70 million are expected to retire by that time).
Baby Boomers, like Traditionalists, prefer monetary rewards but also value nonmonetary rewards such as flexible retirement planning and peer recognition. They do not require constant feedback, having an “all is well unless you say something” mindset, Abel-Lanier pointed out in her paper. This is an ambitious, goal-oriented generation that is motivated by promotions, professional development, a desire to be in a position of authority, and having their expertise valued and acknowledged. They prefer recognition from their peers rather than their supervisors, she said. Preferred recognition style: acknowledgement of their input and expertise; prestigious job titles and parking places and office size are measures of success for this group. Welcomed benefits: 401(k) matching funds, sabbaticals, catch-up retirement funding.

Generation X, those born 1965-79, is expected to drop from 21 percent of the workforce in 2015 to 20 percent in 2020.
Generation X members value bonuses and stock as monetary rewards and flexibility as a nonmonetary reward. This generation prefers to work independently and believes career progression should be based on competence, not rank, age or seniority in the job. The type of rewards they favor are recognition from the boss, gift cards, experiential rewards and flexible schedules. Preferred recognition style: informal, rapid and publicly communicated. Welcomed benefits: telecommuting and tuition reimbursement.

Generation Y (also known as the Millennial generation), those born 1980-95, is expected to increase from 45 percent of the workforce in 2015 to 50 percent in 2020.
Generation Y wants stock options as a monetary reward and values feedback as a nonmonetary reward. Members of this generation are motivated by skills training, mentoring, feedback and the workplace culture. They respond to recognition from the boss, time off and flexible schedules as rewards. Preferred recognition style: regular, informal communication through company chat or social networks. Welcomed benefits: flexible schedules, continued learning.

Generation Z (also known as the Globals or the Gamer generation), those born 1996 and later, is expected to increase from 1 percent of the workforce in 2015 to 7 percent in 2020.
Generation Z is more interested in social rewards—mentorship and constant feedback—than money, but this generation also is motivated by meaningful work and being given responsibility. They want to know how their work impacts the organization and their role in the organization’s big picture, Abel-Lanier said. “They want exciting projects they can be passionate about,” she said. Additionally, “more than any other generation, Gen Z will challenge businesses to think about their operational model.” This also is the most tech-savvy of the generations. “If we thought Millennials [Generation Y] were multitaskers, this group is multitaskers on steroids,” and members typically are plugged into five devices at once. The rewards they prefer include recognition from the boss, experiential rewards and badges such as those earned in gaming. Members of this generation expect workplace flexibility and diversity. Preferred recognition style: regular in-person public praise. Welcomed benefits: online training and certification programs.

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[dan88911]

My two cents ( coming from a retired boomer) Gen Z better get a clue.
"Generation Z is more interested in social rewards—mentorship and constant feedback—than money,"

In the end it's about the money, "Money talks, Bullsh** walks"
"Money ain't the only thing,but there are not many substitutes"

[masraum]

Generation X members value bonuses and stock as monetary rewards and flexibility as a nonmonetary reward.

Fuch that! Screw the bonus, I want salary. Bonuses are crap because the company can decide to not give them or reduce them at will based on how they decide the year went.

This generation believes career progression should be based on competence, not rank, age or seniority in the job.

yep

The type of rewards they favor are recognition from the boss, gift cards, experiential rewards and flexible schedules. Preferred recognition style: informal, rapid and publicly communicated. Welcomed benefits: telecommuting and tuition reimbursement.

I do like to know that the boss (and peers) think that I'm doing a good job. Gift card? Yes, informal recognition is fine, don't care if it's public or not. Not really that excited by tuition reimbursement. I would think that most of my generation is done with schooling or the bulk of it.

It sounds like Gen Z is going to suck. They may start out thinking like that, but they'll learn.

[Don Ro]

One thing I notice about this new generation is that they talk fast.
Of course, I'm an old fart, so maybe it's just me.

[rwest]

Had a class that covered the very topic and I remember thinking that now it's okay to stereotype people based on their generation?

[Alan A]

Originally Posted by M.D. Holloway

I was sent this from HR. Not sure I agree with it but it is an interesting read:



Think this is close?

This ilooks like it was culled from the management psycho-babble course I was reading last week. Talk about a broad brush...

[mreid]

No real HR leader, at least not a good one, would send out such a polarizing document. Idiot gives us all a bad name.

[KFC911]

Originally Posted by mreid

No real HR leader, at least not a good one, would send out such a polarizing document. Idiot gives us all a bad name.

No disrespect intended, but it's 99% that give the rest a bad name . I spent my time in some large rodeos before "retiring"... the HR depts. were the laughingstock in every single one....a necessary evil though .

[Danimal16]

Originally Posted by KC911

No disrespect intended, but it's 99% that give the rest a bad name . I spent my time in some large rodeos before "retiring"... the HR depts. were the laughingstock in every single one....a necessary evil though .

Never forget, human resources department, is an oxymoron, it is not human and is not a resource. Those that fail at leadership are drawn to HR.

[gorthar]

"Badges such as earned in gaming" This kind of cracks me up. It makes it seem as if the company is somehow trying to justify paying each generation less than the preceding one. Baby boomers want to be paid in real money while Millennials and Generation Z will work for a Coke and a smile.

[JD159]

If they actually think Gen z will want rewards in the form of video game like badges when they are in the workforce, I question everything.

[Holger]

Originally Posted by M.D. Holloway

I was sent this from HR.

WTF? Dont they have anything to do?

[mreid]

Originally Posted by Danimal16

Never forget, human resources department, is an oxymoron, it is not human and is not a resource. Those that fail at leadership are drawn to HR.

Damn, now I feel like a lawyer.

[RKDinOKC]

I've worked for the same company for 40 years. I am 57. What I see more interesting about the generations is NONE of the generation learn from their previous generations. The same mistakes are made over and over. Maybe with a different spin, but it's the same rehashed mistakes of processes and how people are treated.

[pwd72s]

Originally Posted by RKDinOKC

I've worked for the same company for 40 years. I am 57. What I see more interesting about the generations is NONE of the generation learn from their previous generations. The same mistakes are made over and over. Maybe with a different spin, but it's the same rehashed mistakes of processes and how people are treated.

Truth. By the time you're old enough to have learned a thing or two, the young don't want to hear it.