Generations United in the Workplace

Lunch Meeting

The future of the workplace will eventually be, if not already, filled with at least 4 generations at one time: Veterans, Baby-Boomers, Gen X’ers and Millennials. Can you imagine a team comprised of all four gens?

More and more veterans are coming out of retirement to survive the ’08 housing crash just to be able to pay their taxes. They are still allowed their social security, but it’s not enough to live happily ever after. USA TODAY reports “just last week that more people are delaying retirement and continuing to work past 65 mostly because they need the money. According to 2010 Census data, the share of workers 65 and older in the labor force rose to 16%, up from 12% in 1990.”

A vast majority of Boomers aren’t likely to retire any time soon with reports that most of them aren’t even close to saving for retirement – let alone a rainy day. According to USA TODAY, the average social security check for Boomers is $1,230 a month. Many Boomers are just resolved to working for the rest of their lives. Gen X isn’t far behind the Boomer Blues, but will have to learn to save, save, save, while trying feverishly to pay off their student loans. Many Millenials are graduating colleges with no less than a master’s degree, and some are going straight to getting Ph.Ds in order to earn the big bucks right out of the gate. Student loans outweigh the national credit card debt to the tune of a cool trillion dollars! And that’s not all, you cannot default or go bankrupt on student loans. You have to pay those loans off after death.

For whatever reason, many Americans of all ages will be in the work force at once for the first time ever.

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Millenials Managing Baby Boomers: Can It Work?

I am in a somewhat unique situation at work in which I sometimes supervise and direct the work of employees who are much older and more tenured than I am. However, it should be noted that this is becoming increasingly common as Millenials are finishing their education and advancing through their organizations at a fairly quick pace. While I am confident in my knowledge and ability to do my job well, I do still stumble when I find myself having to explain to a more tenured employee. That is, some individuals I interact with have been working in the organization for longer than I have been alive! Clearly, this makes for a somewhat strange dynamic. Continue Reading →

Longer Hours, But For What Price?

As organizations continue to run lean in terms of employees, what happens to the employees? For starters, they definitely take on more and more responsibility and more tasks. Unfortunately, the new normal is to expect to work long hours, but for what? Continue Reading →

On Retaining Millenials

Whether you subscribe to the idea that there are or are not generational differences in employees, it is important to make an effort to try new methods for retaining employees of all ages. However, when considering the massive ambition that Millenials are said to have, it is hard to ignore that employers are looking for ways to hold onto younger talent that may be likely to leave for advancement opportunities. The following are a few quick tips for communicating with Millenial employees in such a way that they feel valued and empowered to achieve great things at your company. Continue Reading →

Millenials in Hospitality

Just as any other industry, the hospitality industry faces many of the same challenges with multiple generations in the workforce. However, some admit that finding great talent within the Millenial (or Generation Y) group can be difficult. One might think that many positions in the hospitality industry would be a great fit for a young adult as it is common to begin with little experience and to receive on-the-job training (except for upper level positions). It could also be beneficial for college students to work in the hospitality industry as seasonal employees during breaks from school while gaining business experience. So why is it still so hard to find and, more importantly, keep Millenial employees?

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A 25 Hour Work Week: Crazy or Clever?

Recent news about  a controversial proposal by James W. Vaupel (a Danish professor who is the head of the new Max-Planck Odense Center on the Biodemography of Aging) that a 25 hour work week would be a better alternative to the 40 hour work week has stirred up conversation within the working world. This idea reflects on efforts to improve employee work-life balance while capitalizing on patterns of work productivity. Continue Reading →

Cultivating Employees as Brand Ambassadors

Note: for more on this topic, tune into our upcoming webcast with LinkedIn Talent Solutions on January 29.

Author: TNS Consulting and Marketing Team

We’ve already established the reasons why it pays to engage employee connections and company followers on LinkedIn. You can do some of that yourself, but in reality you’ll get from 0 to 60 much faster if you partner with your employees. Your brand, whether corporate or employer, is no longer about the message you control, but rather the authentic experience you deliver.

A recent analysis by TNS offers the top drivers of employer brand ambassadors to deliver the brand promise, or what people expect from every interaction with your company: Continue Reading →

Managing Generations

Did you get a chance to join our webinar yesterday on managing generations? If not, here are some highlights of the excellent presentation presented by some of TNS Employee Insights’ finest. Continue Reading →