by David Chapman
Staff Writer
Four different generations. Four different workplace attitudes. Four different sets of personality traits. One workforce.
Members of Meninak learned about each and how they affect the present and future workplace from Candace Moody, vice president of communications for Worksource, during the civic organization’s weekly meeting at the Hyatt Monday.
Moody explained the characteristics of the Silent Generation (1925–42), the Baby Boomers (1946–64), Generation X (1961–81) and Generation Y (1982–2001) in terms of their approach and expectations toward being members of the working world — and those attitudes show a giant contrast.
According to Moody, members of the Silent Generation tend to favor loyalty, tenure based promotions and quality over speed among other things. On the opposite side of the spectrum, members of Generation Y value talent over seniority, tend to multitask and consider themselves free agents of the working world while members of Generation X tend to look out for themselves, value money and believe workplace loyalty is a myth — as evidenced by the high number of entrepreneurs.
“Today, we have to do everything differently,” said Moody, referring to the workplace recruitment of Generation Y members. “Their brains are just wired differently.”
Generation X and Y members aren’t the only ones comprising the current and future workforce. While age would normally be an indicator that Baby Boomers are in the midst of approaching retirement, Moody emphasized just the opposite: the Baby Boomers aren’t done yet.
“Baby Boomers are going to want to work for a very long time,” said Moody. “They’re not tired yet ... expect to see many of them become independent contractors.”
Moody explained that recruitment goes beyond the workplace and affects the way civic organizations like Meninak have to plan for the future.
“Who will be leading Meninak in 2025?” she asked the crowd of more than 70.
“Not us,” joked one longtime member.
Moody then explained how organizations like Meninak and businesses should reach out to Baby Boomers and members of Generation X and Y, with many of the methods different from yesteryear — including concentrated Internet recruitment as opposed to print advertising, not seeking lifetime commitments, having meetings with purpose and using the younger generations in influential roles and meaningful roles.
Images of young children then flashed on the screen, with Moody providing insight on what Meninak’s future leaders of 2025 could be.
“Chances are someone who looks like these kids,” she said. “Are you ready?”
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