Not so long ago, my friend said, “When I found out that he was my new boss, all I could think of was THAT KID?” She was referring to the new principal at the middle school she had been teaching at for years, but hearkening back to her years in high school when he had just started middle school and their paths would cross just occasionally outside the gym. Neither of them are the same impetuous young individuals making the occasional brash decision they were back then.
For the last 10 years, magazines and blogs have been all about the Millennial. “What do Millennials want, what do they need?” However, perhaps it’s time to view the workforce a bit more holistically and not focus just on one generation. Reports vary, but it is generally accepted that one-third of Millennials are already in management positions with direct reports. These direct reports include Baby Boomers, Gen X, Gen Y, other Millennials, and Gen Z.
Yes, a new generation — Generation Z —entered the workforce in 2016 and baby boomers are staying on the job longer. There are now five generations in the workforce, and leaders must balance a diverse list of needs, including everything from recruiting and training to retirement and benefit packages. Knowing your company demographics and diversity now and That makes making informed predictions for the future, can identify needs to mildly or vigorously transform process, procedure or policy to better prepare your company for continued long term success.
