Many organizations segment their workforce into various categories to better understand the needs and preferences of workers. One lens through which worker preferences have been viewed is “generation”—the different age groups or cohorts of people currently employed or seeking employment in a particular industry or organization. But as noted in this article, work preferences appear to …
There has been much interest in understanding worker sentiment, values, and preferences by generational category. Most recently, this article notes that 55 percent of Millennials (born 1981 thru 1996) have more concerns about returning to the office than other worker generations. But with the workforce being so complex, are generational categorizations less relevant and too …
Understanding generational differences in the workplace have been a topic of interest for many years. However, “with careers becoming more dynamic and complex, generation—or any single attribute—is of limited value in understanding the workforce.” This fact raises whether traditional workforce segmentation approaches, anchored in generation, should remain the focus of future workforce strategies. This article provides …
According to this AARP report, “people ages 60 and older continue to outnumber children ages 5 and younger, and the 60-plus population is growing at a rate four times faster than the overall global population.” And as the proportion of older people and the length of life increase throughout the world, this trend has implications for …
Although there has been much interest over the years in studying the needs and behaviors of different generations in the workforce, a new report suggests that generational categorizations cannot adequately inform workforce management decisions. Instead of relying on generational stereotypes, employers and managers should focus on individuals’ work needs. This 150- page eBook report suggests …
The ability to understand worker preferences and their impact on attraction, engagement, and retention has been a topic of interest for quite some time. This interest seems to peak during times of crisis, like the coronavirus pandemic, in which worker preferences are shaped and altered. A new study, “Macroeconomic Conditions When Young Shape Job Preferences for …
There is no shortage of reports or articles that have been written about the multi-generational workforce. And while the number of generations in the workforce may vary slightly depending on the report, the bulk of today’s workforce is represented by 4 cohorts: 1) Millennials – 40% of the workforce and current ages 23-38, 2) Generation …
LinkedIn’s 2020 Global Talent Report shows that 1) employee experience (EX), 2) people analytics, 3) internal recruiting, and 4) harnessing the multi-generational workforce are top talent priorities for businesses in the year ahead. With respect to EX, p. 10 of the report breaks EX into 4 core components: people, place, product, and process. This is a …
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