Why The Differences Between Generations Will

Reshape Your Workplace

THE GREAT GENERATIONAL SHIFT

—THE GREAT GENERATIONAL SHIFT—

INTRODUCTION

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since the last Baby Boomer was born.

50 years

now entering the workforce

Generation Z

What do we really know about how different

generations think, act and lead?

?

Hudson decided to find out…

—THE GREAT GENERATIONAL SHIFT—

INTRODUCTION

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We reviewed:

psychometric assessments

28,000

completed in

22 languages

split by the

3 generations

(Baby Boomers, Generation X

and Generation Y).

—THE GREAT GENERATIONAL SHIFT—

INTRODUCTION

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We found:

How and why generations differ in the workplace

!

Data that makes us question existing stereotypes

and the very nature of leadership itself

Evidence of the dawn of a new leadership style

and a genuine generational shift.

—THE GREAT GENERATIONAL SHIFT—

INTRODUCTION

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We compiled: 7ways organisations can master the

multigenerational workforce and ensure

they don’t lose traditional leadership styles

but instead strengthen their existing

teams and shore up their talent pipeline.

UNDERSTANDING THE GENERATIONS

—THE GREAT GENERATIONAL SHIFT—

BABY BOOMERS

(1946 – 1964)

DECISIVE

28%

higher than

Generation Y

LEADING

34%

higher than

Generation Y

MOTIVATING

28%

higher than

Generation Y

PERSUASIVE

21%

higher than

Generation Y

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—THE GREAT GENERATIONAL SHIFT—

BABY BOOMERS

(1946–1964)

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Boomers are significantly higher on traditional leadership traits.

But…

…significantly lower on other interpersonal traits (people-orientated,

socially confident and altruism), as well as ambition.

So…

…they may need to be motivated to effectively contribute and mentor

younger generations.

—THE GREAT GENERATIONAL SHIFT—

GENERATION X

(1965–1979)

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AMBITIOUS

13%

higher than

Baby Boomers

STRATEGIC

12%

higher than

Generation Y

PEOPLE ORIENTED

14%

higher than

Baby Boomers

(females only)

AUTONOMOUS

11%

higher than

Generation Y

(females only)

—THE GREAT GENERATIONAL SHIFT—

GENERATION X

(1965 – 1979)

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Significantly higher than Generation Y but lower than Boomers on

traditional leadership traits (‘leading’, ‘motivating’, ‘persuasive’, ‘strategic’

and ‘decisive’).

They align to an average across most personality traits

Potential to be the counter lever to the more dominant characteristics

of other generations.

—THE GREAT GENERATIONAL SHIFT—

PEOPLE ORIENTED

GENERATION Y

(1980–1994)

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27%

higher than

Baby Boomers

AMBITIOUS

32%

higher than

Baby Boomers

ABSTRACT THINKING

12%

higher than

Baby Boomers

ORGANISED

22%

females higher

than males

—THE GREAT GENERATIONAL SHIFT—

GENERATION Y

(1980 – 1994)

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Generation Y are more people-oriented, altruistic and socially confident

(especially females) than ever before. Highly ambitious and optimistic.

The are masters of abstract and conceptual thinking (especially males).

Yet..

Significantly lower on traditional leadership traits (leading, motivating,

persuasive, strategic and decisive).

A NEW KIND OF LEADER?

WHAT DOES THIS ALL MEAN?

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—THE GREAT GENERATIONAL SHIFT—

HOW TO THRIVE IN A

MULTIGENERATIONAL WORKPLACE?

7ways organisations can master the multigenerational

workforce and ensure

they don’t lose traditional leadership styles,

but instead strengthen their existing teams

and shore up their talent pipeline

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—THE GREAT GENERATIONAL SHIFT—

WHAT’S AN ORGANISATION TO DO?

1. RECRUIT RIGHT

Recruit and select with diversity in mind

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Competency-based interviews

Psychometric assessments

Assessment centers

Our EVP framework, based on an evidence-based 8-factor model of satisfaction

We can help:

—THE GREAT GENERATIONAL SHIFT—

WHAT’S AN ORGANISATION TO DO?

2. DESIGN ROLES

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Design roles to maximise engagement

Job crafting

Job (re)design

We can help:

Roles that are aligned with individuals preferences are more likely to be engaging

and motivating, and therefore to result in high performance

—THE GREAT GENERATIONAL SHIFT—

WHAT’S AN ORGANISATION TO DO?

3. MENTOR PROGRAMS

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Develop mentoring programs

Mentor-mentee matching

Facilitating mentor programs to develop leadership

We can help:

Build leadership capability by matching Baby Boomers with other generations

Provide Generation Y with exposure to stronger leadership traits

Provide Baby Boomers with exposure to a more people-orientated style and

preference for abstract and conceptual thinking

Well rounded individuals are likely to be the most effective and adaptable

—THE GREAT GENERATIONAL SHIFT—

WHAT’S AN ORGANISATION TO DO?

4. LEADERSHIP

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Promote inclusive leadership practices

Leadership development programs

We can help:

The practice of leadership that carefully includes the contributions of all stakeholders/

generations

At the core is a relationally and culturally sensitive leader with a well articulated personal

leadership philosophy who:

Actively creates a high-engagement culture by encouraging the input and initiative of

all employees

Increases the transparency of team decision-making and processes

—THE GREAT GENERATIONAL SHIFT—

WHAT’S AN ORGANISATION TO DO?

5. ANALYTICS

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Leverage talent analytics to inform HR strategies

Identify performance attributes and develop success profiles

Provide interactive dashboards and cohort reports for specific generation/other

workforce groups

Job (re)design

We can help:

Leverage assessments of individuals, teams and cohorts across your organisation to

provide valuable data analytics about your talent profile

—THE GREAT GENERATIONAL SHIFT—

WHAT’S AN ORGANISATION TO DO?

6. FUTURE PROOF

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Future proof your organisation

Map competencies required across the organisation

Develop high potential programs

Succession planning

We can help:

Ensure your leadership frameworks and pipelines are ‘up-to-date’ and aligned with new

business strategies for today’s external environment

Ensure you assess and develop your leadership pipeline

Do you have people who can provide meaningful insights in a data-driven world?

Can they lead through uncertainty and change?

—THE GREAT GENERATIONAL SHIFT—

WHAT’S AN ORGANISATION TO DO?

7. KNOWLEDGE

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Know where you fit & how to thrive

Psychometric assessment

Coaching

Team development

We can help:

Generation Y

Recognise previous generations’ stronger leadership

preferences

Generation X

Embrace your role as senior leaders and natural

diplomats in the workplace

Baby Boomers

Mentor and coach other generations to build

leadership capability

As Managers/Leaders

Tailor your approach to

individuals

Understand what each

generation needs to excel

Provide team development

opportunities

ABOUT THIS RESEARCH

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—THE GREAT GENERATIONAL SHIFT—

RESEARCH METHODOLOGY

28,000 psychometric assessments completed

– Using Hudson’s proprietary Business Attitudes Questionnaire (BAQ)

– Conducted across 22 different languages

Split by three generations

Analysed by Hudson’s Global R&D Centre, through the lens of the ‘Big 5’ personality

model across 25 associated traits

– Emotional stability

– Extraversion

– Openness

– Altruism

– Conscientiousness

– + 1 Professionalism

—THE GREAT GENERATIONAL SHIFT—

FURTHER INFORMATION

The Great Generational Shift: Why The Differences Between Generations

Will Reshape Your Workplace (2014)

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http://nl.hudson.com/nl-nl/drie-verschillende-generaties

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