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Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
Bridging the gap - Engaging with the new generations at work
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Bridging the gap - Engaging with the new generations at work

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  • 1. www.mccrindle.com.au Bridging the Gap: An Employers’ Guide to Engaging with the New Generations at Work Presented by Mark McCrindle www.markmccrindle.com
  • 2. 1. Changing Demographics
  • 3. Changing population
  • 4. www.mccrindle.com.au Changing demographics: 5 key impacts 1. Population growth 2. Population spread 3. Increasing geographical mobility 4. Increasing vocational mobility 5. Work-life shifts
  • 5. Changing Workforce – 7 enduring issues1. Ageing workforce: mid 40’s2. Peak labour: 20113. Leadership succession 1 in 3 by 20204. Declining average tenure: 12 yrs to 4 yrs5. Portfolio careers: 5 careers, 20 emp.6. Entrepreneurial: 1 in 47. Increased mobility: Local & global
  • 6. Builders Generation - aged 65+: Builders 4% workforce 0% in 2020
  • 7. Baby Boomers - aged 46-64: Boomers 35% of workforce 15% in 2020
  • 8. Generation X - aged 31 to 45 Gen X 43% of workforce 36% in 2020
  • 9. Generation Y - aged 30 and under Gen Y 18% of workforce 35% in 2020
  • 10. 2. Generations Defined
  • 11. A Snapshot of the New Generations:• Global, multicultural, entrepreneurial• The most educated, endowed generation ever.• Early adopters in a tech-saturated world.• Employment options in an ageing era.• Geographical mobility & portfolio careers• Upagers, living beyond their years.
  • 12. childhood adulthood adulthood teens adulthood adulthood teens adulthood
  • 13. 19th Century childhood adulthood adulthood teens teens adulthood
  • 14. 19th Century childhood adulthood adulthood20th Century childhood teens adulthood adulthood teens adulthood
  • 15. 19th Century childhood adulthood adulthood20th Century childhood teens adulthood adulthood21st Century childhood tweens teens kippers adulthood
  • 16. TraditionReputationSit & ListenLong-term needsContentAuthority
  • 17. Tradition InnovationReputationSit & ListenLong-term needsContentAuthority
  • 18. Tradition InnovationReputation RecommendationSit & ListenLong-term needsContentAuthority
  • 19. Tradition InnovationReputation RecommendationSit & Listen Try & SeeLong-term needsContentAuthority
  • 20. Tradition InnovationReputation RecommendationSit & Listen Try & SeeLong-term needs Short-term wantsContentAuthority
  • 21. Tradition InnovationReputation RecommendationSit & Listen Try & SeeLong-term needs Short-term wantsContent ProcessAuthority
  • 22. Tradition InnovationReputation RecommendationSit & Listen Try & SeeLong-term needs Short-term wantsContent ProcessAuthority Authenticity
  • 23. 3. Attracting & Retaining Staff
  • 24. Top 5 (Gen Y) Attraction/Retention factors:Work/Life Balance (Flexibility)Workplace Culture (Community)Management Style (Accessibility)Job Content (Variety)Training (Employability) Source: McCrindle Research: New Generations at Work
  • 25. Funnel
  • 26. Fluid
  • 27. Command & Control - 20th Century L FINANCE OPERATIONS MARKETING
  • 28. Collaboration & Cooperation - 21st Century L L L L L L L L
  • 29. 4. Leading & Training Staff
  • 30. Effective Leadership – getting the mix rightPositional Relational Transformational
  • 31. 20th Century Today (Boomers & Xers) (Generations Y & Z)WhoHowWhatWhere
  • 32. 20th Century Today (Boomers & Xers) (Generations Y & Z)Who Trainer Facilitator Learned LearnerHowWhatWhere
  • 33. 20th Century Today (Boomers & Xers) (Generations Y & Z)Who Trainer Facilitator Learned LearnerHow Provable Observable Verbal VisualWhatWhere
  • 34. 20th Century Today (Boomers & Xers) (Generations Y & Z)Who Trainer Facilitator Learned LearnerHow Provable Observable Verbal VisualWhat Passive Participative Long term needs Short term demandsWhere
  • 35. 20th Century Today (Boomers & Xers) (Generations Y & Z)Who Trainer Facilitator Learned LearnerHow Provable Observable Verbal VisualWhat Passive Participative Long term needs Short term demandsWhere Structured Spontaneous Classroom style Café style
  • 36. www.mccrindle.com.au communication: cognitive-emotive engagement + SEEKERS EMBRACERS EMOTIVE HECKLERS AGREE-ERS - - COGNITIVE +
  • 37. www.mccrindle.com.au Session summary: the 4 Rs: • Real • Relevant • Responsive • Relational
  • 38. www.mccrindle.com.au McCrindle Research Freecall: 1800 TRENDS (1800 873 637) www.mccrindle.com.au info@mccrindle.com.au

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