1.MILLENNIALS ARE ON THE MARCH
A generation of employees who were pampered by their baby boomer parents have taken the workplace by storm. Not only is your workplace trying to absorb these offspring, but also deal with helping three generations of workers happily co-exist and work as a team. The economic downturn has made the three generation situation worse with boomers who planned retirement, to make way for up and coming employees, unable to retire – and not happy about it.
For the employer, managing millennials is a skill that needs to be developed. The millennial quest for work-life balance and for having a life outside of work is legendary. Employers must accommodate these talented young people and develop their strengths and ability to contribute, or they will lose them to an employer who will.
The economic downturn has resulted in most being affected. Not many employees have received a salary increase without a promotion. The rise in redundancies has led to increased workloads and feelings of anxiety and fear in those employees left. Business leaders are left wondering if the economy has been re-set forever or if we in a down-turn that will recover.
This decade has brought transformation of employee recruiting, social media interaction and networking. Recruitment will never be the same again. Sites such as LinkedIn, Facebook and Twitter are new ways of interacting and communicating in recruitment.
Social media networking is the new way to find employees, find jobs, get answers to questions, build a wide spread, mutually supportive network of contacts, and keep track of colleagues and friends. Social media and recruiting bring the employer new challenges. Some are developing social media and blogging policies. Others are deciding whether to monitor employee time online and most have started to check candidate backgrounds online.
4.Made to order employment relationships
Perhaps it’s the push from the millenials, and it’s definitely the availability of technology that facilitates the customisation, but the made to order work relationship has become a dominant force in the past decade. Teleworking is not the only component of the new made to order working arrangements. Flexible anything has become the new norm. Flexible working hours, flexible four day working week, flexible time off for appointments. However, this is also a benefit for Employees, as you can say goodbye to the ‘personnel police’. Employers need to make work communication more transparent and measurable so that flexibility yields results. Employees are more motivated, engaged and less stressed about family and life issues because they have the time necessary to address work life balance issues.
5.THE BIG BLUR
Slightly contradicting point 4 somewhat; being online all the time, and being available via technology has blurred the line between work and home. No generation has ever been this connected, and for good and bad, some employees never stop working. This interferes with down time, relaxing time and work-life- balance, but most employees just see it as a way of life.