3 Generations: 6 Stark Differences in the Workplace (Part 2)
Kevin Robins |
blog, Surveys and Reports,
In Part 1 of our discussion about the stark differences between the three generations in today’s workplace, we investigated the three hottest topics candidates are asking of their potential employers: competitive pay and flexible schedules and competitive benefits.
Of course, those aren’t the only findings that came out of our 2018 National Business Trends Survey. Here, we’ll take a look at the runners-up in the category of most-requested elements from new hires:
4. Opportunities for Advancement
It probably comes as no surprise that the youngest of these generations puts the steps of the corporate ladder on the top of the list. They’re young, ambitious, and ready to get stuff done. This generation comprises everyone from the just-entered-the-workforce class to lower- and middle-managers who are ready to find their way into leadership positions. 63.2% of respondents said Millennials ranked this in their top-six lists, which comes in third overall for this group.
The need for advancement gradually decreases from generation to generation. 52% of Gen X candidates reportedly put this in their top six, while only 16% of Boomers were seeking advancement as a top priority.
5. Good Work/Life Balance
It goes without saying that Millennials see flexible schedules as one way they can obtain a positive work/life balance. Having seen their parents struggle with day-to-day tasks on typical work schedules, Millennials are revolutionizing what it means to have a work/life balance because they’ve grown up in an ever-connected society, and, now, they’re starting families of their own. They have different expectations of their employers, and companies that want the best up-and-coming talent will likely find ways to cater to these needs.
60% of Millennial respondents rated a positive work/life balance as a top-six need from their future employer. About half of Gen Xers put this element in their top list, followed by about 36.8% of Boomers. In other words, this element ranked high among all three generations, making it an imperative element any employer should examine when evaluating internal policies.
6. Recognition and Reward for Good Performance
This was, perhaps, the most evenly rated top-six requirement among all three generations. Around half of all respondents put this category in the top-six requirements bucket.
The thing is, employees are people, no matter how inexperienced they are or how much knowledge they have to bring to the table. Acknowledgment and recognition are two key components of any solid HR blueprint. The more engaged employees are in their work (and workplaces), the less likely they are to look elsewhere, which keeps the cost of turnover to a minimum. Beyond this, engaged employees brighten morale and make others want to do their best, too. Overall, recognition and reward for good performance put win-win points on the board for HR pros.