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STEREOTYPES

• IT IS CRITICAL THAT THE GAP IN UNDERSTANDING THE MULTI-GENERATIONAL WORKPLACE IS PLUGGED TO ATTRACT AND RETAIN THE BEST QUALITY TALENT OF ALL AGES

• AN ORIGINAL TALENT WORKS RESEARCH PROGRAMME PROVIDING YOU WITH A UNIQUE UNDERSTANDING OF THE WORKPLACE GENERATIONAL DIFFERENCES

THIS IS WHERE TALENT WORKS INTERNATIONAL COMES IN…

o Specific challenges for management

o How to minimise inter-generational conflict

o How to unlock each generation’s potential

o How to attract and keep tomorrow’s employees – Generation Alpha

WHAT WE SET OUT TO DISCOVER

• HOW AN AGEING WORKFORCE IS DISRUPTING THE WORKPLACE WITH NEW CHALLENGES

• THE EXPECTATIONS AND PRIORITIES THAT UNITE AND DIVIDE EACH GENERATION

• HOW EMPLOYERS’ EXPECTATIONS AND PRIORITIES COMPARE AND CONTRAST WITH CANDIDATES AND EMPLOYEES OF EACH GENERATION

• THE OPPORTUNITIES AND CHALLENGES CREATED BY HAVING EMPLOYEES FOUR GENERATIONS WORKING SIDE BY SIDE

PROJECT GEN UP BY TALENT WORKS INTERNATIONAL IS SHINING A LIGHT ON THE MULTI-GENERATIONAL

WORKPLACE:

• 1200 PROFESSIONALS SURVEYED• 300 FOR EACH GENERATION IN THE WORKPLACE TODAY

WHAT WE’VE LEARNT

DIVERSITY: THE KEY TO RECRUITMENT SUCCESS

EVERYONE ACCEPTED

GIVEN THE SAME OPPORTUNITIES

A DIVERSE EMPLOYER IS A FAIR EMPLOYER

OPEN

NO DISCRIMINATION

FLEXIBLE WAYS OF WORKING

TOWARDS A COMMON GOAL

EVERYONE COMFORTABLE AND AT

EASE

WORKING TOGETHER

FORWARD THINKING

EMPLOYED FOR OUTLOOK AND ABILITY

CALM

OLDER GENERATIONS DON’T RESENT HAVING A YOUNGER BOSS

MEN ARE SIGNIFICANTLY MORE COMFORTABLE WITH A YOUNGER BOSS THAN WOMEN - 59% VS 46%

DID YOU KNOW?

Gen Z

Gen Y

Gen X

Baby Boomers

0% 10% 20% 30% 40% 50% 60% 70% 80%

37%

45%

58%

68%

56%

50%

38%

29%

7%

6%

5%

3%

Not at all comfortable Somewhat comfortable Very comfortable

• SHOWCASE OCCASIONS WHEN OLDER AND YOUNGER EMPLOYEES HAVE WORKED WELL TOGETHER. INVITE CANDIDATES TO FOLLOW, LINK, CONNECT WITH COLLEAGUES WHO CAN TALK ENTHUSIASTICALLY ABOUT THEIR REVERSE MENTORING EXPERIENCES

• ASSEMBLE A TEAM OF OLDER BRAND AMBASSADORS WHO CAN TALK ABOUT THE POSITIVES OF WORKING FOR YOUR COMPANY

• INCORPORATE IN YOUR EMPLOYEE PROPOSITION A BROAD DEFINITION OF DIVERSITY. PROVIDE EVIDENCE OF A CULTURE OF FAIR AND EQUAL TREATMENT AND PROGRESSION FOR ALL

• ENABLE CANDIDATES TO SPEAK DIRECTLY TO EMPLOYEES WITH DIVERSE BACKGROUNDS, EXPERIENCES AND PERSPECTIVES. CONSIDER INVOLVING THESE EMPLOYEES IN YOUR RECRUITMENT PROCESS AND ARRANGING FOR CANDIDATES TO SPEND THE DAY WITH THEM.

RECOMMENDATIONS

INTERACTION: WHY BEING SOCIABLE IS A KEY

SELLING POINT

ALL FOUR GENERATIONS THINK GETTING ALONG WITH COLLEAGUES IS IMPORTANT

83% TO 88% OF EACH GENERATION COUNT AT LEAST ONE WORK COLLEAGUE AS A FRIEND

DID YOU KNOW?

ALL FOUR GENERATIONS ASPIRE TO HAVE AN APPROACHABLE MANAGER

NO MATTER WHAT THE GENERATION, MANAGERS ARE NOT EXPECTED TO DEAL WITH CONFLICT

ALL FOUR GENERATIONS THINK COMMUNICATION IS MANAGERS’ MAIN SHORTCOMING

JUST 10% OF GEN Z WOULD APPEAL TO THEIR MANAGERDID YOU KNOW?

MANAGERS UNDER-ESTIMATE THE IMPORTANCE OF DAILY AND WEEKLY UPDATES

G e n Z G e n X G e n Y B a by B oom e r s

28%

26%

23%

24%

21%

22%

16% 18

%

Dai l yDesired Actual

G e n Z G e n X G e n Y B a by B oom e r s

52%

52%

53%

46%

41%

41%

41%

29%

WeeklyDesired Actual

G e n Z G e n X G e n Y B a by B oom e rs

17%

15% 17

% 20%

25%

20% 23

%

24%

monthlyDesired Actual

• INVITE CANDIDATES TO AN AFTER-WORK SOCIAL EVENT SO THEY KNOW THEY CAN LOOK FORWARD TO A SOCIABLE WORK ENVIRONMENT AND CAN SEE THAT THIS IS SOMETHING YOU ACTIVELY ENCOURAGE

• HOST ‘TASTER DAYS’ SO POTENTIAL CANDIDATES [PASSIVE AND ACTIVE] CAN GET A FEEL FOR YOUR CUTLURE AND ATMOSPHERE

• GET EMPLOYEES TO SHARE THEIR EXPERIENCES OF YOUR NETWORKING AND TEAM BUILDING ACTIVITIES. THIS COULD TAKE THE FORM OF WRITTEN OR VIDEO TESTIMONIALS ON YOUR CAREERS WEBSITE AND SOCIAL MEDIA PAGES

• HOST AN ONLINE CHAT ROOM WHERE CANDIDATES CAN CONVERSE WITH MANAGERS AND SEE THAT MANAGERS ARE OPEN AND APPROACHABLE FROM THE START.

RECOMMENDATIONS

WORK ETHIC: THE NEED TO DEFINE YOUR EXPECTATIONS

CONTRARY TO EXPECTATIONS, THE YOUNGER GENERATIONS ARE NOT WORK-SHY

Note: Londoners are not as strongly opposed to working unpaid overtime: 31% Vs a UK average of 42%

Gen Z Gen Y Gen X Baby Boomers0%5%

10%15%20%25%30%35%40%45%

14%

35%39% 37%

6%3% 2% 3%

EMPLOYEES SHOULD BE CONTACTABLE EVENINGS AND WEEKENDS

Strongly disagree Strongly agree

IN FRANCE, FRANCOIS HOLLANDE PLANS TO INTRODUCE A “RIGHT TO DISCONNECT” – MEANING NO CHECKING EMAILS IN THE EVENING OR AT WEEKENDS

DID YOU KNOW?

GOING THE EXTRA MILE WHAT THIS MEANS TO EACH GENERATION

GEN Z GEN Y GEN X BABY BOOMERS

=1. Teamwork 1. Do the best you can 1. Do the best you can 1. Do the best you can

=1. Give more attention than usual to customers’ needs

=2. Teamwork 2. Work outside normal hours =2. Work outside normal hours

3. Do the best you can =2. Give more attention than usual to customers’ needs 3. Teamwork =2. Give more attention than

usual to customers’ needs

TOP THREE ASSOCIATIONS WITH GOING THE EXTRA MILE

THE EAST MIDLANDS ASSOCIATES GOING THE EXTRA MILE WITH WORKING OUTSIDE NORMAL HOURS MORE THAN OTHER REGIONS: 34% VS AN AVERAGE OF 20%

DID YOU KNOW?

• INCORPORATE IN YOUR EMPLOYEE PROPOSITION:

• YOUR EXPECTATIONS REGARDING WORKING OUTSIDE OF NORMAL OFFICE HOURS

• HOW YOU DEFINE ‘GOING THE EXTRA MILE’. EVERYONE HAS THEIR OWN EXPECTATIONS BUT WHAT DOES YOUR COMPANY SAY, AND HOW IS THIS RECOGNISED AND REWARDED?

...THIS WAY YOU WILL BE CONTRIBUTING INFORMATION CANDIDATES WILL FIND GENUINELY USEFUL. THIS LEVEL OF CLARITY ABOUT WHAT GOOD LOOKS LIKE IS RARE SO YOU WILL STAND OUT

• TO GET CANDIDATES’ ATTENTION, PROVIDE EXAMPLES OF WHERE EMPLOYEES HAVE BEEN REWARDED FOR GOING ABOVE AND BEYOND

RECOMMENDATIONS

REWARD AND RECOGNITION PACKAGE:THE IMPORTANCE OF PAID FOR

TRAINING

ALL GENERATIONS LACK CONVICTION THEY ARE WELL EQUIPPED FOR THE WORLD OF WORK

THE NORTH WEST IS SIGNIFICANTLY LESS CONFIDENT THAN OTHER REGIONS.ONLY 12% STRONGLY AGREE THEY ARE WELL-EQUIPPED

DID YOU KNOW?

Only 32% of Baby Boomers agree they are well-equipped for work, despite decades of experience

AXA PPP found a similar story

CONTRARY TO EXPECTATIONS, THERE’S VERY LITTLE DIFFERENCE BETWEEN THE DIFFERENT GENERATIONS’ REWARD AND BENEFIT PREFERENCES

FIVE MOST IMPORTANT BENEFITS REWARD SCHEME PREFERENCES

RELAXATION AREAS ARE OVERRATED BY ALL GENERATIONS

THE NORTH EAST IS MOST SCEPTICAL OF RELAXATION AREAS - 57%

DID YOU KNOW?

REWARD SCHEMES ARE LESS ENCOURAGING TO BABY BOOMERS

WOMEN ARE SLIGHTLY MORE INCLINED TO SAY THAT A REWARD SCHEME WOULD ENCOURAGE THEM TO WORK HARDER, 74% VERSUS 69% OF MEN

DID YOU KNOW?

GEN Z GEN Y GEN X BABY BOOMERS

88%79%

67%53%

7%11%

20%30%

5% 11% 12% 16%

WOULD A COMPANY REWARD SCHEME ENCOURAGE YOU TO WORK HARDER?

Yes No Not sure

FREQUENT REWARD SCHEMES RESONATE LESS WITH AGE

Gen Z Gen Y Gen X Baby Boomers0%

10%

20%

30%

40%

50%

60%

HOW OFTEN DO YOU THINK STAFF REWARDS SHOULD BE GIVEN OUT?

Weekly Monthly Quarterly Half Yearly Yearly

• HIGHLIGHT IN YOUR EMPLOYEE PROPOSITION THE PAID-FOR TRAINING OPPORTUNITIES – PARTICULARLY FOR OLDER EMPLOYEES. SHOW THAT, AS AN EMPLOYER, YOU PLAY AN ACTIVE ROLE IN EMPLOYEES’ DEVELOPMENT

• DON’T OVERSELL CERTAIN PERKS – HAVE A BALANCED APPROACH TO WHAT YOU ARE SHOWCASING – DON’T SELL YOUR ORGANISATION ON POOL TABLES ALONE

• EMPHASISE FREQUENT RECOGNITION. AND NOT JUST MONETARY RECOGNITION - INTERNAL AWARDS, OR EVEN JUST A PAT ON THE BACK. DON’T JUST SAY IT, PROVIDE EVIDENCE ON YOUR WEBSITE/SOCIAL MEDIA

RECOMMENDATIONS

WHAT ITALL MEANS

KEY TAKE OUTS

CONTRARY TO EXPECTATIONS…

The younger generations:

Do recognise the need to be sociable in the office

Do appreciate the need for hard work

The older generations:

Don’t have a problem reporting to someone younger than them

Do recognise the importance of teamwork

KEY TAKE OUTS

THERE ARE MANY AREAS OF COMMON GROUND BETWEEN THE DIFFERENT GENERATIONS THAT EMPLOYERS CAN EXPLOIT:

A SHARED APPRECIATION OF THE IMPORTANCE OF

TEAM WORK

A SHARED PREFERENCE FOR FACE-TO-FACE

COMMUNICATION

A SHARED PREFERENCE FOR AN OPEN PLAN

OFFICE

SIMILAR REWARD AND REMUNERATION PREFERENCES

KEY TAKE OUTS

THERE ARE SOME ISSUES AROUND MANAGERS’ COMMUNICATION SKILLS.

PUT CANDIDATES IN TOUCH WITH MANAGERS, SUCH AS VIA AN ONLINE CHAT ROOM, SO THEY CAN SEE THAT

MANAGERS ARE APPROACHABLE FROM THE START

SPEAK TO A BROAD DEFINITION OF DIVERSITY

TO GRAB CANDIDATES’ ATTENTION :

INVITE CANDIDATES TO FOLLOW, LINK, CONNECT WITH EMPLOYEES WHO CAN SPEAK POSITIVELY

ABOUT THEIR EXPERIENCES

KEY TAKE OUTS

GETTING ON WITH PEOPLE AND MAKING FRIENDS IS IMPORTANT TO

MANY CANDIDATES

DON’T JUST TELL THEM, SHOW THEM THAT THIS IS SOMETHING THEY CAN

LOOK FORWARD TO

HOST ‘TASTER DAYS’

INVITE CANDIDATES TO AFTER-WORK SOCIAL

EVENTS

KEY TAKE OUTS

USE YOUR EMPLOYEE PROPOSITION TO PROVIDE CLARITY ON WHAT GOOD LOOKS LIKE

PROVIDE EXAMPLES OF WHERE EMPLOYEES HAVE

BEEN REWARDED FOR GOING ABOVE AND BEYOND

EMPHASISE FREQUENT RECOGNITION. AND NOT

JUST MONETARY RECOGNITION. PAID FOR TRAINING AS A FORM OF

REWARD WILL RESONATE WELL WITH OLDER

WORKERS

WHAT’S NEXTFOR GENUP

BE PART OF GEN UP

At Talent Works we are committed to helping each and every one of our clients attract and retain talent that delivers success. Our dedicated insight, creative and sourcing teams support you every step of the way from initial market audit to creative activation. We enable you to:

• Develop employer brand-building strategies and objectives• Articulate a clear and compelling employee proposition• Address short-term, pressing recruitment needs• Design, launch and implement cut-through campaign solutions

BE PART OF GENUP

But we can’t know how to message an employee proposition in the right way without a true and accurate understanding of the market and the different generations that make up the market. Today’s presentation marks the first stage of our programme of research to understand the multi-generational workforce and its implications for you.

BE PART OF GENUP

You can join us and help shape the agenda for the next stages of our journey towards understanding:

Employers’ contrasting expectationsEach generation’s ideal onboarding programmeCareer aspirations of each generationHow each generation hunts for jobs

TO JOIN US, COME SEE US AFTERWARDS

THANKS FOR LISTENING

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