Leadership in a Multi-Generational Workforce

Leadership in a Multi-Generational Workforce



On today’s podcast, we’re joined by Jen Roberts. The President and Founder of Difference Consulting, the resident expert in the field of employee engagement and motivating employees.

Jen says things are rapidly changing in the workplace and leadership in organizations has to respond and adapt to attract and retain multi-generational talent.

Within today’s podcast, we look at the way employees needs have changed and how leaders can create open communication environments for their teams to reach their highest potential.  

On today’s podcast:

  • Organisational Landscape of 2018
  • Millennials in the Workplace
  • The Ideal Working Environment to Drive Engagement
  • Outdated Common Business Practices
  • New Business Practices Leaders Can Embrace Within the Organisation
  • Engaging and Retaining Top Talent in a Multi-Generational Workforce

Links:

Organisational Landscape of 2018

We are entering a critical time where good talent within an organization is essential, as we are impending a global talent shortage, particularly in industries where there is highly skilled labor such as Cyber Security and Engineering.

There is going to be a challenge amongst leaders in organizations if they are not willing to adapt to attract and retain talent.

There’s going to be a lot going on in the next 5-10 years when technology is changing at neck-breaking speed. Plus there will be challenges that come with a multi-generational workforce.

Millennials in the Workplace

Millennial talent is the largest demographic in the workforce, comprising for 75% of the workplace by 2030.

Organizations need to be leveraging their talent and making sure they are prepared to go into leadership positions.

Although there is a pre-conception that millennials are lazy, they are actually willing to work hard. But they also want to work smarter with by leveraging technology.

The Ideal Working Environment to Drive Engagement

Millennials, in particular, are looking for meaningful work, where they are making a valuable contribution to the success of the organization.

Jen says a much more flexible working environment with a humane work environment will help retain talent and encourage people to reach their full potential.

Management also needs to be much more hands-on with transparent communication, giving their employees real autonomy to go and do their best at work.

Outdated Common Business Practices

As opposed to the hierarchical command and control approach, people are now looking for open and continuous communication where you can flow between ‘levels’.

Annual performance reviews are going out of date, as successful leaders create a dialogue between the individuals working in their teams to help them adapt and make changes there in the moment and celebrate successes they are achieving as well.

Jen says we are entering a time where working is going to become much more results-based rather than fixed and ridged.

New Business Practices Leaders Can Embrace Within the Organization

Setting a strategic vision for the organization allows your employees the autonomy to actually accomplish their work in a way that suits them and get the results you’re looking for.

Leaders can focus on fostering continuous feedback and really creating that environment for open communication, through engagement surveys, mobile apps, team meetings and implementing development programmes.

Engaging and Retaining Top Talent in a Multi-Generational Workforce

People are no longer attracted to companies for salary and benefits, people really want to work for organizations who consider their human needs and will set them up for success.

Leaders in organizations need to work on rethinking and rewriting positions for organizational agility, leveraging the internal team, not always specific to promotion.

The Best Way to Find Jen

Visit our website: www.differenceconsulting.com and schedule a complimentary discovery call, which is the first step in their process, to really take a look at how leaders can get started. It’s great way for Difference Consulting to find the next steps for leaders, who can further this by entering into the next phase of the process.

The next phase is to hold a more detailed Difference Consulting discovery conversation and schedule a strategy day.


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