If being an effective manager isn’t tough enough now, here comes another challenge: the millennials.
A story written by Robert Rodriguez in the Fresno Bee (and distributed by Post-Gazette Now) provides some interesting insights. Here’s the overview from “Millennials have potential to reshape the workplace”:
Ranging in age from 21 to 29, they [millennials] have the potential to create lasting change in the workplace because of the way they live, communicate and view their jobs.
The article points out that a recent study by JWT, a New York-based advertising agency, found that “millennials, compared with other generations, place a higher value on work-life balance, expect their employers to adapt to them and are more likely to rank fun and stimulation as one of their top five ideal job requirement.”
And that raises another challenge — although it is not addressed specifically in this article. How do you integrate into the workplace two generations that for the most part have very different values and approaches to work: millennials and baby boomers?
And equally important — how to you retain the experience and expertise of the baby boomers in the midst of a major demographic shift?
In October of 2006 WorldatWork, Corporate Voices for Working Families, and Buck Consultants conducted an
Internet-based survey to evaluate the impact of an aging workforce on the American marketplace. A copy of that survey — The Real Talent Debate: Will Aging Boomers Deplete the Workforce? — is available on our Corporate Voices Web site.