Tag Archives: Workforce Generations

Are You Talking to Me?

An individualized approach to health and well-being benefits can drive engagement in a multigenerational workforce.

By Marta Chmielowicz

Facing rising costs of living and significant transformation in the world of work, today’s employees are more stressed than ever. According to Welltok’s Well-being Wake-Up Report, 64 percent of all employees say they feel stressed at work—including 63 percent of baby boomers and 57 percent of millennials. In fact, 35 percent of all employees and 50 percent of millennials have seriously considered switching jobs due to stress.

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A Connected Culture

Ally Financial

Ally Financial is redefining its benefits program to meet the needs of the modern family.

By Kathie Patterson

An organization’s culture and purpose are key driving factors in attracting and retaining talent, and this is particularly the case with top millennial and Generation Z workers. While all employees may want the same things regardless of age, younger generations are more vocal about what they need from their employers and have called on companies to be more thoughtful and willing to evolve with today’s changing society.

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Decreasing the Generational Divide

TD Bank shares its strategies to embracing a multigenerational workforce and creating a culture of collaboration.

By Marta Chmielowicz

A new phrase has gone viral on the internet and social media, bringing to light a fundamental disconnect between younger generations and baby boomers: “Ok, boomer.”

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The Start of Something New

Technological innovations and generational demands are poised to transform the way work is done in 2020 and beyond.

By Emily He

The future of work has been a hot topic in recent years, fueled by a barrage of technological advancements impacting nearly every industry and organization. Business leaders far and wide are being pushed to innovate or risk falling behind—and HR leaders are no exception. New developments in artificial intelligence (AI), machine learning, and chatbots are shaking up the landscape for HR, raising concerns around automation and job displacement while forcing teams to adapt to changing employee expectations and evolving workplace norms.

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Career Champions

Mentoring

Four HR leaders share how their approaches to mentoring programs are solving talent challenges.

By Marta Chmielowicz

Today’s employees are happier, more productive, and more engaged when their jobs bring intrinsic rewards, or the feeling of doing meaningful work that propels their personal and professional growth. In this environment, career development is no longer a perk reserved for certain high-ranking positions—it is an expectation. In fact, according to LinkedIn’s 2018 Workforce Learning Report, a whopping 93 percent of employees would stay at a company longer if it invested in their careers.

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Mind on Mobility

Short-term relocation

Short-term relocation assignments are emerging as a strategy to keep younger workers engaged and loyal to the organization.

By Marta Chmielowicz

Globalization is raising the bar on mobility. As technology strengthens economic and intellectual connections across the world, leading multinational companies are looking to develop a new generation of leaders with a global mindset and multicultural experience.

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The Next Gen Norm

New Generation

Organizations need to focus on flexibility, growth opportunities, and company values in order to attract young talent.

By Jenn Labin

A decent, competitive salary and a basic health package was once enough to entice workers to join an organization, but today’s new generation of job seekers is demanding different, less tangible, benefits from prospective employers. Flexible schedules, wellness programs, professional development opportunities, mentoring programs, and meaningful societal impact are what the young workforce is seeking. And with a job market that demands organizations work to attract top talent, these workforce benefits have attained non-negotiable status when it comes time to make an offer.

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Ghost Busting

Ghosting

Keeping candidates engaged throughout the recruitment process is more important now than ever.

By Marta Chmielowicz

It’s called “ghosting”—suddenly ending all communication with no warning. While the practice is a common event in today’s dating scene, it is making its way into the business world. And it is something that both recruiters and job candidates are guilty of: Hiring managers have long allowed applicants to fall into the recruitment “black hole” and candidates are now starting to return the favor by skipping interviews, ignoring job offers, not showing up for start dates, and even quitting without a word. In fact, research from Randstad US finds that 66 percent of U.S. managers report being ghosted by candidates who initially accepted a job offer, but disappeared before the start date.

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Millennial Mindset

Millennial Employees

Factors that make a difference when creating an attraction strategy for this generation.

By Brenda Leadley

By 2020, millennials will make up more than one third of the world’s working population. Allianz Global Corporate & Specialty’s new report, Trend Compass 2019, found that the influx of millennial employees will be a significant challenge for businesses over the next five years. Offering a creative and flexible corporate culture, introducing transparent and fast communication and decision-making structures, and embracing a mission with a social impact are some ways to engage this important segment of the workforce. In the global war for talent, companies need a clear millennial strategy.

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