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Belle Curve is brought to you by HigherEchelon, Inc. – find HigherEchelon at higherechelon.com and on LinkedIn, Twitter, and Facebook.Different Generations’ Involvement in the Great Resignation / Great Reshuffle
One of the biggest challenges facing organizations right now, and throughout the past year-plus, is the “Great Resignation”, or as some have called it, the “Great Reshuffle.” According to Business Insider, January 2022 was the 8th straight month in which more than 4 million Americans left their jobs and “quits are still up 23 percent above pre-pandemic levels.” Three generations are driving this trend, according to generational expert and this week’s Belle Curve podcast guest Kristin Scroggin:- Young millennial talent who came into the job market at its low and are using this opportunity to reset their terms in a market offering them a plethora of recruiting bonuses, better pay and better working conditions than they may have had in their old positions.
- Gen Xers and Xennials who are leaving jobs they may have held for 10-20 years because they are being forced to come back into the office when they feel they have been just as effective at home.
Topics Discussed:
- Why the word of 2022 should be “churn.”
- What’s going on with the Great Resignation and why Gen Xers are leaving in droves (but not getting called out for it like Millennials).
- Which generation has held the most power in recent years and why that is shifting.
- Why Gen Xers are less social than Baby Boomers and far more skeptical.
- Why hybrid has become the main workplace conversation.
- What employees (particularly Gen X) are expecting when they come into the physical office.
- Why a “you’re dispensable” managerial approach has emboldened millennials to switch companies with less loyalty.
- The biggest recurring tension points between generations in the workplace.
- Why dress code is still an issue.
- Why younger and older generations clash on how to assess performance – on quality of hours or on quantity of hours.
- Why managers who try to “catch people not working” and don’t trust their people are creating an unhealty culture and driving people to leave.
- Why Gen Xers tend to be so skeptical and tend to think everyone is working an angle.
- Why Gen Z tends to be risk averse and non-confrontational (even while being uninhibited) whereas Baby Boomers, Gen Xers, and Millennials are much bigger risk-takers.
- How Baby Boomers can manage the inevitable shift in power that comes as new generations enter the workforce and higher leadership roles.
- Why trendy mentorship programs between Baby Boomers and Millennials didn’t tend to work.
- Why legacy is so important to Boomers and how that can help Boomers be less resistant to passing on their trade secrets to younger generations.
- Why soft skills are the major area the next generations need help developing.
Resources mentioned:
- Business Insider article: January was the 8th straight month where more than 4 million Americans walked out of their jobs
- Kristin Scroggins and her GenWhy Communications Consulting Firm
- Kristin on LinkedIn and Instagram
- HigherEchelon, Inc.is a consulting firm providing Human Capital Services including executive coaching and training in leadership, resilience, adaptability, applied high performance, change management, and a range of mental, emotional, and psychological skillsets meant to optimize organizational performance.
- HigherEchelon also provides a range of technology services such as Salesforce Implementations and Consulting, Enterprise Technology solutions, Gaming and Simulation services, and Cyberand Engineering
- HigherEchelon on LinkedIn, Twitter, and Facebook.
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