Training Industry Magazine - Summer 2016 - (Page 24)
"TO HAVE FOUR -
SOMETIMES FIVE -
IS TRULY UNPRECEDENTED."
"OUR WORKFORCE SPEAKS
18 DIFFERENT LANGUAGES."
"OURS IS THE MOST
DIVERSE WORKFORCE IN
THE HISTORY OF MANKIND."
These are routine comments in any
conversation about the nature of doing
business today. Races. Genders and
forms of gender identification. Cultures.
Religions. Ages. The diversity is rich - and
As a result - and with the best of intentions
- management scientists and others have
set out on a mission to understand these
differences. That's how "generations in
the workplace" has become one of the
most heavily studied issues in business
today. Over the past decade, thousands
of studies and reports have sliced and
diced this phenomenon, shining the light
brightly on how we are different.
And there's no doubt about it: Differences
do exist. But a recent study of nearly
800 individuals across the generational
spectrum suggests that our similarities
actually outweigh our differences.
So perhaps we should start focusing on
common ground. Perhaps we can step away
from our simplistic and frequently onedimensional characterizations. Perhaps it's
time to stop scrambling to deliver custom
solutions to valid - but less pressing -
generational difference. Perhaps we can
have a greater positive effect by appealing
to needs and priorities that everyone shares.
In our 2015-2016 study, "Workplace Priorities
and Beliefs Across the Generational Divide,"
in partnership with The Insight Advantage,
the preponderance of the North American
data points to considerable and surprisingly
similar experiences, priorities and beliefs
among the generations.
Let's take career development, for
instance. When asked about satisfaction
with the career development available
in the respondents' current roles, all
generations share an unexpectedly similar
experience. Between 66 and 72 percent
feel satisfied (either somewhat or very),
and the differences are not statistically
significant. The millennials (who are
routinely described as disillusioned by the
lack of opportunities available) are just as
satisfied as their boomer colleagues.
One difference worth noting is the almost
complete absence of ambivalence on the part
of generation X workers. Neutral responses
from young millennial, older millennial and
boomer groups ranged from 12 percent to 17
percent, but only three percent of gen Xers
were neutral on this topic.
CONFOUNDING CONVENTIONAL WISDOM
A review of the countless studies and
articles written about millennials suggests
that they would be very different from any
prior generation to enter the workplace. By
all accounts, millennials were predicted to
revolutionize the workplace, having literally
grown up in a digital world filled with mobile
technology and instant communication.
Much of the media buzz on this topic
skews negative, characterizing millennials
as "entitled" and "lazy." But it's now clear
that these studies and publications only
scrape the surface.
Digging deeper, we designed our study
to explore career priorities and beliefs
across generations. We fully expected to
uncover significant differences by age
and to develop an understanding of what
might be contributing to the frequently
cited negative perceptions of millennials.
The results, however, told an entirely
different story, debunking millennial
myths and revealing far more similarities
than differences among the generations.
What might be most startling are the
surprising similarities in terms of what's not
important to employees. Promotions are
the least important of all of the workplace
priorities explored for every generation.
Compensation also rates in the bottom five
priorities across all age ranges studied.
Table of Contents for the Digital Edition of Training Industry Magazine - Summer 2016
Table of Contents
Three Strategies to Ensure Your Training Has Tensile Strength
Experience, Exposure and Education
Beyond the Classroom Paradigm
Applying the Buddy System
Purpose-Driven Professional & Organization Success
Making It Personal: The Four Pillars of High-Impact Mentoring
Blowing Your Millennial Mindset
Hidden Forces: Unconscious Bias in Learning
Memory: The Critical Bottleneck to Learning
Gender Barriers & Solutions to Leadership
Cognititive Collaboration: Utilizing Diverse Thinking & Behavioral Preferences
Get Into the Act: Accelerating Collaborative Teamwork
Dispelling the Five Myths of Microlearning
Quicken Loans: Culture Driven
Developing Global Leaders: On-the-Job Leadership Development
From Where I Sit
Why Do We Wait to Train Our Managers?
Is Knowledge Overrated?
Is Your Business Acument Showing?
Avnet Expands Services with ExitCertified Acquisition
Training Industry Magazine - Summer 2016