By Kelly Services
The face of labor is changing. By 2012, it is predicted that Generations X and Y will represent 70 percent of the workforce. With a younger labor market beginning to emerge, understanding and connecting with the next generation of workers must become a key component of your business strategy.
Generations X and Y are writing their own rules when it comes to the workplace. Generation X, those born between 1965 and 1977, and Generation Y, those born between 1978 and 1995, are nothing like their Baby Boomer counterparts who have dominated the workforce for decades.
As employers of this future workforce, learning what these candidates want and need is the first step to making a solid connection and keeping it.
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Overall, these generations are self-reliant, technologically savvy and skilled in multi-tasking. They are interested in employment settings that promote communication, flexibility, personal recognition and immediate feedback. In addition, Generation X and Y workers welcome change, are independent, entrepreneurial, and seek experiences and opportunities more than money and security.
Accommodating the very different attitudes, beliefs and demands of these newer generations will likely require big changes in the way employers recruit and retain these employees. As employers of this future workforce, learning what these candidates want and need is the first step to making a solid connection and keeping it.
1. Think Technology - Employers must recognize and provide for the "high-tech" inclination of Generation X and Y workers. Leading-edge technology is often the key to their happiness. Consider dynamic online recruiting strategies that feature instant messaging, viral email marketing campaigns and Internet advertising.
2. Create Fun Environments - Generations X and Y like to have fun. Add entertaining elements to traditional job fairs and college recruitment activities. Investing in your company socially will create a fun work environment that not only attracts Generations X and Y, but enhances productivity, quality, customer service and job satisfaction.
3. Leverage Relationships/Get Personal - Generations X and Y place a significant amount of value on friends and acquaintances of their own generation. They can be the perfect resource for word-of-mouth recruiting of new employees. Communicate frequently. Employers should invest in relationships with these generations by taking the time to talk to them and listening to their concerns.
4. Encourage Workplace Flexibility - Generations X and Y want a balance between their work and personal lives, so flexibility in the workplace is critical. Develop an accommodating environment by providing workers with opportunity for job change, internal mobility and flexible schedules.
5. Expand and Enhance Training Opportunities - Generations X and Y thrive on developing their work skills and knowledge. They don't mind making a lateral move within a company if it means adding to their skill sets. Provide workers with learning opportunities such as e-based learning modules, or institute work "teams," where veteran workers are paired with junior workers to help prepare them to take over jobs when necessary.
Focusing on the new "rules" of Generations X and Y will be vital for today's employers to be successful in the war for tomorrow's emerging workforce. Smart business leaders will pay close attention to the very unique needs and values of this new breed of workers in order to connect - and stay connected.
Kelly Services, a leader in the staffing industry for over 60 years, employed more than 185,000 people age 30 or younger last year . Since 1970, Kelly Services in Rochester has been meeting the needs of area businesses through the recruiting and training of candidates seeking employment. Jeanine Burgen is vice president and regional manager. For more information, call 585-461-1640, or visit www.kellyservices.com.
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