Work Shift’s Post

I’ve seen lots of chatter lately asking, “Where are all the workers over 50?” The discussion and commentary seems to frequently centre arounds agism, but this article offers a different perspective suggesting that Gen X just doesn’t whine enough compared to their generational counterparts. As companies prioritize nurturing millennials, Gen X’s contributions are often undervalued. Seems obvious under such circumstances they’ll pursue other opportunities in which their rich experience and transferable skills are appreciated and valued. They don’t whine, they just walk. ❌ 79% of Gen X say they’re forgotten in the workplace, despite comprising over one-third of the workforce and at least half of its managers. ❌ Gen X feel neglected at work and overshadowed by both younger and older colleagues. ❌ This sentiment is amplified by data showing they get promoted by 20% to 30% less often than millennials, despite their leadership skills. Time to rethink how we support all generations at all life stages, or lose valuable workers with much more to offer.

Finance and economics | Earning power Generation Z is unprecedentedly rich Millennials were poorer at this stage in their lives. So were baby-boomers Generation z is taking over. In the rich world there are at least 250m people born between 1997 and 2012. About half are now in a job. In the average American workplace, the number of Gen Z-ers (sometimes also known as “Zoomers”) working full-time is about to surpass the number of full-time baby-boomers, those born from 1945 to 1964, whose careers are winding down (see chart 1). America now has more than 6,000 Zoomer chief executives and 1,000 Zoomer politicians. As the generation becomes more influential, companies, governments and investors need to understand it. https://lnkd.in/ejutYkSG

Part1 ### Are We in Trouble with Today's Youth? Concerns about the younger workforce are a frequent topic among leaders across various industries. Many express frustration, claiming that younger employees are becoming harder to lead and manage. These leaders often say that today’s youth want to work less, prioritize social media over in-person interactions, and expect to achieve what their parents have without the same level of effort and commitment. My own family experiences provide a window into these generational dynamics. #### A Personal Example Recently, my 16-year-old son and I worked on a project to fill new garden beds. On Friday, he put in a solid four hours of labor. However, by Saturday, his enthusiasm had waned. After 90 minutes of work, he asked for a lunch break and then refused to continue. Despite the fact that only two hours of work remained, he was adamant about stopping. Additionally, he declined a month-old offer to dig a drain tile, a task I was willing to pay him and his friends to complete. His rationale was that work wasn't enjoyable, and two hours was too much, even though he dedicates six hours a day to football, which he finds fun and fulfilling with his friends. This stark contrast between his attitude towards work and his commitment to football highlights a broader issue: young people today often seek enjoyment and social engagement in their activities. Work, unless it aligns with their interests, is something they resist. #### Shifting Values and Expectations The experiences with my son reflect a broader societal shift. Younger generations prioritize work-life balance and personal fulfillment more than previous generations. This change is neither inherently negative nor a sign of laziness; rather, it represents a shift in values. 1. **Work-Life Balance**: Millennials and Gen Z prioritize balance and mental health. They are less willing to sacrifice personal time and well-being for work, a stark contrast to the workaholic tendencies of older generations. 2. **Purpose and Meaning**: Younger workers seek jobs that offer purpose and align with their values. They desire work that contributes to a larger goal or has a positive social impact. #### The Role of Technology The rise of technology has also played a significant role in shaping the attitudes and behaviors of younger generations. Growing up with digital tools and social media, they are adept at virtual communication and often prefer it over face-to-face interactions. This preference can be mistaken for a lack of interest in real-world connections but is actually a shift towards different modes of interaction. #### Economic and Career Expectations The economic landscape has also changed. Younger generations face unique financial challenges, such as student debt and high housing costs, which influence their attitudes towards work. They desire financial stability and rapid career progression, often seen as impatience or entitlement by older generations.

The generational divide in the workplace can either be a boon or a bane. As a member of the Gen X cohort, (although in my mind, I still consider myself to be a Gen Z 😵), it can sometimes be a struggle to relate to the younger generations. Thankfully, having Gen Z kids, and even a daughter from the proposed Gen Alpha* group, helps me stay updated on the latest trends, such as this Tikey Tokey everyone's raving about 🤷♂️🤣. But managing multiple generations within the workplace is a different story. How can you recognise and accommodate the varying needs of each group? One approach is to consider the unique needs and preferences of each individual. Check out my thoughts on this topic here 👇 https://lnkd.in/eeH3P79h It's clear that there is no one-size-fits-all solution for managing diverse teams in the workplace. (*Gen Alpha is a suggested label for the youngest generation, born after 2010) #generations #workplacediversity #foreveryoung

Hey all! Graduation is rapidly approaching and more Gen Zers are entering the business world! I came across an interesting article today. This article discusses the emergence of Generation Z in the workforce, highlighting differences in their behavior compared to past generations. It states how Gen Z prioritizes values such as diversity and flexibility. Employers are incorporating and adapting to these preferences by offering more than just salary, but promoting diversity and prioritizing mental health. Gen Zers are encouraged to understand company culture, develop communication skills, and be open to feedback. Gen Z makes up 20% of the United States’ population and we are becoming the faces of the business world! 😎 https://lnkd.in/g3SWtDGF

When you say older employees, what age pops up in your head? 65? 55? Guess what? I am one of those. What are you doing as an employee of your company to encourage folks like me to stay? Ageism is a major issue and the MASSIVE EMPLOYMENT GAP is here. We can help you recruit and retain ALL generations, not just the younger talent. Refocus your internal training and advancements on ALL ages. You don't want to be left with many open roles due to this outdated bias. I can help you address this gap today! ckirksey@datamasters.com #50plus #60plus #ageism #DataMasters #ChristyKirkseysHiring https://lnkd.in/eNHF7gRV

This is a rare and fortunately more positive portrait of Gen Z’s. As a mum of two boys in this age bracket and a leader and colleague of many of them in the work place, am pleased to see a more balanced view of this cohort. Despite concerns over the impact of technology and mental health, it's evident that Generation Z is adapting to the challenges they face. From emerging economies to the West, they're navigating a complex world, reshaping work dynamics, and showing resilience. While acknowledging the hurdles, let's recognize their resourcefulness amidst adversity. #GenerationZ #Adaptability #Resilience Reasons to be cheerful about Generation Z https://lnkd.in/eXbkDqv7 from The Economist

Imagine your current Work Team. Who is in that? Different generations in the workplace may sound challenging. A 25-year-old and a 59-year-old have vastly different life experiences, soft skills, and perspectives- where finding a common ground an be quite daunting. As of 2024, there are 5 Generations in the workplace: 𝐓𝐫𝐚𝐝𝐢𝐭𝐢𝐨𝐧𝐚𝐥𝐢𝐬𝐭𝐬 - Also known as the Silent Generation, this group was born between 1928 and 1945 during the Great Depression and World War II. 𝐁𝐚𝐛𝐲 𝐁𝐨𝐨𝐦𝐞𝐫𝐬 - Born between 1946 and 1964, many baby boomers retired during the pandemic and continue to free up jobs for younger generations. 𝐆𝐞𝐧𝐞𝐫𝐚𝐭𝐢𝐨𝐧 𝐗 (𝐆𝐞𝐧 𝐗) - Gen X was born between 1965 and 1980. They grew up in a time when more women swapped domestic roles for the job market, so many were home alone after school before both parents returned from work. 𝐌𝐢𝐥𝐥𝐞𝐧𝐧𝐢𝐚𝐥𝐬 - Born between 1981 and 1996, millennials sit on both sides of the technological shift. They were born just before the popularization of the internet and personal computers. 𝐆𝐞𝐧𝐞𝐫𝐚𝐭𝐢𝐨𝐧 𝐙 (𝐆𝐞𝐧 𝐙) - The newest working generation, this group was born between 1997 and 2012. They are digital natives, coming of age with cell phones, social media, and rapidly developing new technology. Generational Diversity is a competitive advantage when you treat everyone’s strengths and weaknesses with respect and care. And when you find value in everyone’s perspectives, you’ll see stronger teamwork, productivity, and creativity. #work #teams #leadership #diversity #generations #empathy #genZ #genA #babyboomers #culture

Instead of forcing the next generation to fit into a certain mold, why not be open to innovation in the workforce driven by Millennials and now Gen Z? "Create the conditions for young people to drive innovation at work. The rigidity and hierarchy of many careers are increasingly out of step with what matters to today’s college graduates. Zoomers want to have impact from the jump—and why shouldn’t they? " #millennials #zoomers #workforcedevelopment #workintegratedlearning #careerreadiness #highered