Workplace diversity is nothing new to Canadian companies, but a unique phenomenon is occurring in today’s workplace as four generations of employees attempt to work together as a team. In many companies the situation is forcing a complete re-think of standards and procedures, including company-sponsored benefits.
Speaking at Tuesday’s Workopolis Powerbreakfast, Giselle Kovary, managing partner of n-gen People Performance Inc. described the generational spectrum that comprises the modern workplace. In the last seven years, four distinct generational groups have emerged, each with differing values, goals and work ethics. According to Kovary, there are traditionalists, baby boomers, Generation X, and Generation Y, and the differences between each of them couldn’t be starker.
Kovary explained that Generation Y is encountering difficulties with merging into the workforce as a result of the way they were raised. “Gen Y’s opinion has been solicited in every phase of their life,” said Kovary. “So integrating into a workforce that may not solicit their input can create challenges”
After hearing numerous stories about young employees having trouble conforming to standard business etiquette such as deadlines and dress codes, Kovary realized that a change in management style was needed. . “The old approach wasn’t working or having the desired result, so we looked at other ways to address the issues.”
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Despite commonly held assumptions, Generation Y workers aren’t lazy or rebellious, but they are seeking a very different goal from their predecessors. According to Kovary, they’re looking for personalized experiences and continuous change, as opposed to the stability and loyalty sought by previous generations. “Generation Y has sometimes been given a bad rap, but that’s not new,” she explained. “Each generation has faced negative labels.”
Kovary warns employers to learn to accommodate their young employees if they want to harness their energy and enthusiasm, especially when it comes to benefits and perks. A mid-day yoga session might make senior management cringe, but if employees are willing to return to the office and work another six hours, a reasonable accommodation should be within reach.
Company-sponsored education is also up for negotiation, as many young workers would prefer painting or language classes to an MBA. “Today’s Gen Y worker is looking for greater flexibility when it comes to benefits,” said Kovary. “They want a cafeteria-style program that will speak to them as an individual.”
She points out that younger workers look at benefits differently from their older counterparts. “Generation X contributes more to RRSPs than any other group,” she said. “While generation Y is more apt to choose experience-based benefits.”
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