Why three generations will reshape your workplace hudson netherlands
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Transcript of Why three generations will reshape your workplace hudson netherlands
—THE GREAT GENERATIONAL SHIFT—
INTRODUCTION
1
since the last Baby Boomer was born.
50 years
now entering the workforce
Generation Z
What do we really know about how different
generations think, act and lead?
?
Hudson decided to find out…
—THE GREAT GENERATIONAL SHIFT—
INTRODUCTION
2
We reviewed:
psychometric assessments
28,000
completed in
22 languages
split by the
3 generations
(Baby Boomers, Generation X
and Generation Y).
—THE GREAT GENERATIONAL SHIFT—
INTRODUCTION
3
We found:
How and why generations differ in the workplace
!
Data that makes us question existing stereotypes
and the very nature of leadership itself
Evidence of the dawn of a new leadership style
and a genuine generational shift.
—THE GREAT GENERATIONAL SHIFT—
INTRODUCTION
4
We compiled: 7ways organisations can master the
multigenerational workforce and ensure
they don’t lose traditional leadership styles
but instead strengthen their existing
teams and shore up their talent pipeline.
—THE GREAT GENERATIONAL SHIFT—
BABY BOOMERS
(1946 – 1964)
DECISIVE
28%
higher than
Generation Y
LEADING
34%
higher than
Generation Y
MOTIVATING
28%
higher than
Generation Y
PERSUASIVE
21%
higher than
Generation Y
6
—THE GREAT GENERATIONAL SHIFT—
BABY BOOMERS
(1946–1964)
7
Boomers are significantly higher on traditional leadership traits.
But…
…significantly lower on other interpersonal traits (people-orientated,
socially confident and altruism), as well as ambition.
So…
…they may need to be motivated to effectively contribute and mentor
younger generations.
—THE GREAT GENERATIONAL SHIFT—
GENERATION X
(1965–1979)
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AMBITIOUS
13%
higher than
Baby Boomers
STRATEGIC
12%
higher than
Generation Y
PEOPLE ORIENTED
14%
higher than
Baby Boomers
(females only)
AUTONOMOUS
11%
higher than
Generation Y
(females only)
—THE GREAT GENERATIONAL SHIFT—
GENERATION X
(1965 – 1979)
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Significantly higher than Generation Y but lower than Boomers on
traditional leadership traits (‘leading’, ‘motivating’, ‘persuasive’, ‘strategic’
and ‘decisive’).
They align to an average across most personality traits
Potential to be the counter lever to the more dominant characteristics
of other generations.
—THE GREAT GENERATIONAL SHIFT—
PEOPLE ORIENTED
GENERATION Y
(1980–1994)
10
27%
higher than
Baby Boomers
AMBITIOUS
32%
higher than
Baby Boomers
ABSTRACT THINKING
12%
higher than
Baby Boomers
ORGANISED
22%
females higher
than males
—THE GREAT GENERATIONAL SHIFT—
GENERATION Y
(1980 – 1994)
11
Generation Y are more people-oriented, altruistic and socially confident
(especially females) than ever before. Highly ambitious and optimistic.
The are masters of abstract and conceptual thinking (especially males).
Yet..
Significantly lower on traditional leadership traits (leading, motivating,
persuasive, strategic and decisive).
A NEW KIND OF LEADER?
—THE GREAT GENERATIONAL SHIFT—
HOW TO THRIVE IN A
MULTIGENERATIONAL WORKPLACE?
7ways organisations can master the multigenerational
workforce and ensure
they don’t lose traditional leadership styles,
but instead strengthen their existing teams
and shore up their talent pipeline
13
—THE GREAT GENERATIONAL SHIFT—
WHAT’S AN ORGANISATION TO DO?
1. RECRUIT RIGHT
Recruit and select with diversity in mind
14
Competency-based interviews
Psychometric assessments
Assessment centers
Our EVP framework, based on an evidence-based 8-factor model of satisfaction
We can help:
—THE GREAT GENERATIONAL SHIFT—
WHAT’S AN ORGANISATION TO DO?
2. DESIGN ROLES
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Design roles to maximise engagement
Job crafting
Job (re)design
We can help:
Roles that are aligned with individuals preferences are more likely to be engaging
and motivating, and therefore to result in high performance
—THE GREAT GENERATIONAL SHIFT—
WHAT’S AN ORGANISATION TO DO?
3. MENTOR PROGRAMS
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Develop mentoring programs
Mentor-mentee matching
Facilitating mentor programs to develop leadership
We can help:
Build leadership capability by matching Baby Boomers with other generations
Provide Generation Y with exposure to stronger leadership traits
Provide Baby Boomers with exposure to a more people-orientated style and
preference for abstract and conceptual thinking
Well rounded individuals are likely to be the most effective and adaptable
—THE GREAT GENERATIONAL SHIFT—
WHAT’S AN ORGANISATION TO DO?
4. LEADERSHIP
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Promote inclusive leadership practices
Leadership development programs
We can help:
The practice of leadership that carefully includes the contributions of all stakeholders/
generations
At the core is a relationally and culturally sensitive leader with a well articulated personal
leadership philosophy who:
Actively creates a high-engagement culture by encouraging the input and initiative of
all employees
Increases the transparency of team decision-making and processes
—THE GREAT GENERATIONAL SHIFT—
WHAT’S AN ORGANISATION TO DO?
5. ANALYTICS
18
Leverage talent analytics to inform HR strategies
Identify performance attributes and develop success profiles
Provide interactive dashboards and cohort reports for specific generation/other
workforce groups
Job (re)design
We can help:
Leverage assessments of individuals, teams and cohorts across your organisation to
provide valuable data analytics about your talent profile
—THE GREAT GENERATIONAL SHIFT—
WHAT’S AN ORGANISATION TO DO?
6. FUTURE PROOF
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Future proof your organisation
Map competencies required across the organisation
Develop high potential programs
Succession planning
We can help:
Ensure your leadership frameworks and pipelines are ‘up-to-date’ and aligned with new
business strategies for today’s external environment
Ensure you assess and develop your leadership pipeline
Do you have people who can provide meaningful insights in a data-driven world?
Can they lead through uncertainty and change?
—THE GREAT GENERATIONAL SHIFT—
WHAT’S AN ORGANISATION TO DO?
7. KNOWLEDGE
20
Know where you fit & how to thrive
Psychometric assessment
Coaching
Team development
We can help:
Generation Y
Recognise previous generations’ stronger leadership
preferences
Generation X
Embrace your role as senior leaders and natural
diplomats in the workplace
Baby Boomers
Mentor and coach other generations to build
leadership capability
As Managers/Leaders
Tailor your approach to
individuals
Understand what each
generation needs to excel
Provide team development
opportunities
—THE GREAT GENERATIONAL SHIFT—
RESEARCH METHODOLOGY
28,000 psychometric assessments completed
– Using Hudson’s proprietary Business Attitudes Questionnaire (BAQ)
– Conducted across 22 different languages
Split by three generations
Analysed by Hudson’s Global R&D Centre, through the lens of the ‘Big 5’ personality
model across 25 associated traits
– Emotional stability
– Extraversion
– Openness
– Altruism
– Conscientiousness
– + 1 Professionalism
—THE GREAT GENERATIONAL SHIFT—
FURTHER INFORMATION
The Great Generational Shift: Why The Differences Between Generations
Will Reshape Your Workplace (2014)
23
http://nl.hudson.com/nl-nl/drie-verschillende-generaties