These Kids Today: Strategies for a New Workforce
But Millennials are just one component of understanding individuals, teams and clients.
Key to building intergenerational effectiveness is having a grasp of the skill levels and motivations of the three main blocks of current employees, grouped together by birth years.
Baby Boomers 1946-1963 Gen Xers 1964-1979 Millennials 1980-1999
Understanding generational differences will have a significant impact on how executives define and react to disruption; how they identify the next crop of leaders; and how they ferret out Millennial talent that will be an asset in selling to the company’s demographic.
The discussion centered on survey results of Millennials conducted by Resultance, Inc. and interactive polling of workshop participants.
So what exactly does this generation – frequently characterized as entitled and difficult – want?