by admin on February 13, 2010
Most junior doctors are from Generation Y (aged up to 28 years). Research (by talentsmoothie) on what “Gen Y” want from the workplace, from a 26 question survey of 2521 respondents, is shown in figure 1. 4 This suggests that Gen Y think differently to Generation X (aged up to 42 years) and the baby boomers (aged up to 62 years) about work, learning, and relationships. Up to 80% of Gen Y who were surveyed said that a good induction was important when starting a new job. Induction was considered more important than earning lots of money or fast promotion.
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by admin on January 4, 2010
We’ve noticed a shift in thinking on Generation Y recently.
Forward thinking organisations are no longer singling out Generation Y as a problem in isolation to solve, but more as part of a diversity agenda and specifically generational diversity. Some organisations are realising that to solve generational conflict in the work place they need to understand more about their generational demographic – how many of each generation do they have? Organisations with a good mix of generations in their workforce are looking for help to improve understanding between the generations under the guise of generational diversity. …
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by admin on December 11, 2009
I went to the book launch of “And What Do You Do?: 10 Steps to Creating a Portfolio Career” by Barrie Hopson and Katie Ledger a couple of weeks ago. The book is a guide to anyone who wants to explore having two or more ‘jobs’.
Having now read the book (it’s great by the way – very practical and full of examples and stories) there were a few of things that struck me.
Firstly how technology has enabled more people than ever to have portfolio careers. Katie and Barrie are bang up to date in their exploration of this, from the practical delivery of work to marketing yourself using social media.
Secondly, that while anyone of any age can be attracted to a portfolio career, there is some evidence that younger workers (Generation Y) are more comfortable with the idea of finding ‘clients’ to sell their skills to, rather than looking for just one job. I guess this is a result of seeing work more as something to do, rather than a place to go – a hang up that Generation X and the baby boomers find harder to shake off. This combined with the changing world of work and more enlightened companies benefitting from the flexibility this provides suggests this may become far more the norm.
by admin on December 3, 2009
Members of the London HR Connection meet monthly to lunch, network with their peers and hear from leading figures in the industry. Over lunch at November’s event more than 50 members heard from Sally Bibb, a co-founder and director of leadership and talent consultancy, talentsmoothie, who argued that understanding how to attract, engage and manage Generation Y will be an important competitive differentiator for organisations.
You can download the full article
here.
by admin on December 3, 2009
In my work with clients I’ve been part of many debates considering whether action is needed in organisations to accommodate Generation Y (Gen Y). Most tend to be in agreement that this is a new breed of worker that warrants discussion, but not all have been convinced that they need to change. During these discussions I often hear comments like “I had to work my way up the ladder, why do they think they shouldn’t have to”, “they are far too confident – verging on the arrogant”, “they just expect things too easy”. Some managers have said that they feel resentful and want to put Gen Y in their place. The truth is that Gen Ys attitudes to work and what they expect from employers are fundamentally different to the attitudes of Generation X (Xers) and the Boomer Generation (Boomers) and in some organisations this is causing a certain amount of pain.
You can download the full article here
