Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
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What’s going on:
A recent report by Robert Half International Inc., a talent and business consulting firm, has shed light on the varying priorities of the four generations that make up the workforce, according to Portland Business Journal.
The study found that while competitive salaries and regular merit raises are important for job satisfaction among Millennials, Gen Xers, and Baby Boomers, Gen Z values other factors more. These other factors include the flexibility to choose when and where to work, a positive work culture, and team dynamics. 34% of Gen Z surveyed expressed a desire for more in-person interactions despite their preference for flexibility. In comparison, only 16% of Millennials, 17% of Gen X, and 24% of Baby Boomers stated that they wanted people to return to the office more frequently.
Why it matters:
Understanding the unique characteristics, values, and work styles of each generation is important for establishing a harmonious and productive work environment. It’s not just about recognizing the generational distinctions, but also finding a shared platform upon which all generations in a company can build common ground. These insights can help businesses modify their retention strategies to better cater to a wide range of employees, which can lead to increased productivity and employee happiness.
How it’ll impact the future:
In today’s multi-generational workforce, companies that are able to understand and embrace the nuances of generational diversity are better positioned for success. Not only are they more likely to attract and retain talent, but experts believe they can also foster an environment of inclusivity, respect, and innovation. By leveraging generational differences to create an engaging workplace, it’s possible that businesses can gain a competitive edge.
