A recent Google search for the keywords “Baby Boomers” yielded 15.9 million results, while “Millennial” produced 264 million hits.
And a search for “Gen X”? 421 million hits.
It may be the only popularity contest Gen X has ever won. The so-called “slacker generation” has long suffered a reputation as underwhelming, without notable ambition or purpose. Since the proliferation of the Gen Y influence, they also are in between two much bigger, much more influential groups. On the other hand, those Google results might reflect some broader metaphor – the Gen X influence is far disproportionate to their number, and their impact
Recruiting and retaining the right employees has become far more nuanced in the last ten years. There are multiple generations active in the workplace, each filling different needs. But they also have different professional goals. While all would profess they want to feel a sense of motivation, the definition of job satisfaction by generation is particular to each.
Understanding How Job Satisfaction by Generation Differs and Why
One challenge for employers is simply trying to meet so many needs at once. Understanding the values that will attract the right talent requires a dynamic recruiting and hiring strategy. It also means managing
There are countless articles on the differences in priorities and attitudes across generations, especially in the workforce. Gen Y (or Millennials, as they are often called in the U.S.) is predicted to be 75% of the global workforce by 2025. Whether one finds the conclusions varying, contradictory or cliché is a matter of debate. But what is overwhelmingly true is that these articles are based primarily, if not exclusively, on the US population. But are global generational differences the same as in the United States, which naturally has its own specific cultural and political references?
As the world