Understanding Generations in the Workplace

Mar 25 2024

Celebrating Diversity Month in the Workplace

April might be known for spring showers and the occasional tax headache, but were you aware that April is also Celebrating Diversity Month?

As a generational enthusiast with a passion for bridging the generational gap, I’m excited to share more about celebrating diversity in the workplace, both in April and year-round!

Celebrating Diversity Month

If we’re being real, the generational gap can sometimes feel wider than the Grand Canyon when we interact with one another! Baby Boomers might be muttering about “kids these days” while Gen Z wraps their brains around fax machines still being a thing. At the end of the day, each generation brings a unique set of skills, perspectives, and experiences to the table.

Let’s take a quick minute to review…

Baby Boomers [Born 1946-1964]: Renowned for their work ethic and leadership qualities, Baby Boomers provide stability and a wealth of experience.
Gen X [Born 1965-1980]: Self-reliant and adaptable, Gen X thrives in independent roles and excels at problem-solving.
Millennials [Born 1981-1996]: Digitally native and collaborative, Millennials bring fresh ideas, a passion for purpose, and an entrepreneurial spirit.
Gen Z [Born 1997-2012]: Born into a digital world, Gen Z is adept at social media engagement, creative content creation, and innovative solutions.

Working in a Multi-Generational Workforce

Working in a multi-generational workforce, we’re reminded of constant change and it can sometimes feel overwhelming keeping up. As we navigate diversity, in the workplace and outside of it, patience and open mindedness are key. Make time to ask questions and avoid making assumptions. Let’s consider these 5 tips:

Mentorship Programs: Pair a more experienced employee with younger colleagues for knowledge transfer and relationship building. This invites informal conversations and learning from each other’s skill sets.
Employee Resource Groups (ERGs): Do you have an ERG that provides a safe space for open conversations and support?
Reverse the Flow: Don’t underestimate the power of reverse mentoring! Encourage younger employees to work with long-standing employees on navigating social media and staying up-to-date on tech trends.
Anonymous Feedback: Offer employees a chance to share their perspectives and concerns on anonymous channels like surveys or suggestion boxes. This makes space for honest feedback without fear of reprisal.
Tech Talk: Technology evolves faster than a teens fashion sense. Try offering training programs that empower everyone, regardless of age, to feel comfortable using the latest tools and platforms.

These are just a few ways you can begin fostering conversations and collaboration in the workplace.

Diversity in the Workplace

Ultimately, diversity is just the first key in the recipe for a successful workplace. Inclusion is the secret ingredient that binds everything together. Recognize and reward employees who demonstrate open-mindedness, collaboration across generations, and a healthy respect for differences. Foster a space where everyone feels safe to speak their minds, share ideas, and challenge the status quo. Celebrate diversity in all its forms – age, race, gender, sexual orientation, religion, and ability.

For any generational issues or questions, you always have Gen-Expert Meagan Johnson. Reach out by email, direct message, or even a traditional phone call. Until then, stay open-minded and keep Zapping the Generational Gap!

Mar 11 2024

Roar or Reform? Celebrating with Humor and Heart

Celebrating Women’s History Month

Happy Tuesday! Are you also surprised that it’s already March? Ringing in the annual tradition of… *checks calendar* … Women’s History Month!

Time to dust off the inspirational quotes about glass ceilings, pioneering women, and fire up the “I Am Woman, Hear Me Roar” playlist (because apparently, we should still roar).

While Women’s History Month can sometimes feel like a Hallmark holiday with a slightly more serious message, it’s important to remember the why behind the what. *cue history lesson*

The Rise of the Female Trailblazers: Enter the Era of Power Suits and Paychecks (Finally!)

The feminist movement of the 20th century was basically a giant middle finger to the status quo. Women like Gloria Steinem and Betty Friedan said, “Enough is enough!” They demanded equal rights, equal pay, and the chance to, you know, not wear an itchy petticoat every day.

Cue the “Baby Boomers”

This generation saw a surge in working moms. While they might’ve faced resistance from some “stay-at-home” parents, these women paved the way for future generations to juggle careers and motherhood with ninja-like efficiency.

Gen X Women: Breaking the Glass Ceiling (and Maybe a Few Wine Glasses)

Gen X women entered the workforce with a “can-do” attitude and a healthy dose of skepticism towards the whole “glass ceiling” thing. They saw their mothers break barriers and weren’t about to let a metaphor hold them back. This generation saw a significant increase in women in leadership positions, proving once again that women can lead, manage, and rock a killer suit (with slightly wider shoulder pads, of course).

Millennials: The Work-Life Balance Renegades (and the Masters of Side Hustles)

Millennial women grew up with the expectation of a career, not just a job. They value flexibility and work-life balance, thanks in part to the trailblazing moms who came before them. This generation embraces technology and side hustles, turning their passions into paychecks. They’re also the generation most likely to call out unequal pay and demand change.

Gen Z: Make Room for the Latest Generation in the Workforce

Gen Z are growing up in different environments from previous generations. They “value individual expression,” “mobilize themselves for a variety of causes,” and “believe profoundly in the efficacy of dialogue to solve conflicts and improve the world.”

With all this constant change, this is much more than just some history lesson – it’s a present-day reminder. A reminder that women have always been there, pushing boundaries, breaking barriers, and, yes, occasionally roaring in the face of adversity. *cue Katy Perry – Roar*

With that being said, how can we approach this month with both respect and a healthy dose of humor?

Here are a few tips:

Challenge Biases: Understanding the historical context of women’s struggles helps dismantle unconscious biases that may still exist in our society today.
Ditch the clichés: We’ve all seen the “women holding up the world” memes and “strong female character” tropes a million times. Let’s celebrate the real, diverse experiences of women, from the boardroom to the battlefield, and everything in between.
Humor? Yes, but responsibly: A little laughter can go a long way, but remember, the goal is to celebrate, not belittle. Aim for humor that empowers and uplifts, rather than reinforces tired stereotypes.
Amplify diverse voices: Not all women’s experiences are created equal. This month, use your platform to showcase the stories of women from different backgrounds, ethnicities, and walks of life.
Go beyond the month: While Women’s History Month provides a dedicated focus, let’s not relegate our appreciation and advocacy for women to just 31 days. Let’s strive for continuous acknowledgment and support throughout the year.

Women’s History is a continuous journey that requires ongoing effort, open minds, and maybe even a sprinkle of humor along the way. So, let’s celebrate Women’s History Month, but let’s also remember that the real celebration is ongoing, every single day!

Oct 02 2019

An Understanding Of Generations

An Understanding of Generations Back to School Series was fun to record with the host of the Wise Idea Podcast, Christopher J Harris.

We discussed many things, but mostly topics related to generational differences, dealing with multiple generations and so much more.

Part 1 of An Understanding of Generations – Back to School Series

Part 2 of An Understanding of Generations – Back to School Series

Sep 01 2019

How to Zap the Gap between Generations in the Workplace

Meagan discussed the Generational Differences and the generations in the workplace. Each generation is shaped by the generational signposts.

So what does that mean in the workplace?

Each generation has different expectations. Expectations in their lives, the workplace, as well as in the relationships.

Meagan discussed baby boomers, Gen X, Gen Y, as well as Millennials in the workplace.

NOTE: Please excuse the quality of the audio as this interview took place at a corporate office during working hours.

Jul 19 2019

Recruitment Strategies Millennials Don’t Like

What the Millennial Generation doesn’t like about your recruitment strategies and what you can do about it…

Recruitment Strategies

When I graduated from A.S.U. in 1993, one of my business school professors gave me some job-hunting advice, “Beggars can’t be choosers. You are young and inexperienced. Take whatever you can get.”

Granted, at the time I received my professor’s sage advice, unemployment was sky high and the country was in the middle of a recession. Today the advice seems comical. I can’t imagine the look on my Millennial cousin’s face if I tried to tell her the same thing.

The recruiting and job hiring process has changed dramatically over the past 26 years. Unemployment is at an all-time low creating a “buyer’s market” for job seekers. In a whitepaper produced by XpertHr, human resource professionals report “searching and finding solid job candidates as the biggest challenge this year.”

The Millennial Generation

Unless you have been spending your time hanging out with Elon Musk, planning your escape to Mars, you have probably heard, read or experienced working with the Millennial Generation.

The Millennial Generation is currently the largest generation in the workforce. According to the Pew Research Center, the Millennial Generation represents 35% of the U.S. Labor workforce. They outnumber both Baby Boomers and Gen Xers.

It only makes sense that if HR professionals are looking for job candidates and the Millennial generation is the largest generation in the workforce, smart recruiters are going to need to reexamine the way they are reaching out to this dynamic generation.

What Is Your Organization Doing to Drive Away Millennial Job Seekers?

And what can you do about it?

Your social media doesn’t tell me your story.

Millennials may look for job opportunities on your web site, but they will look at your social media presence to learn more about your company’s personality. Nearly 60% of job seekers rank the organization’s social media presence as the reason they accepted the job.

Use of the Video to Tell the Story

Your social media should maximize the use of video to tell your organization’s story and connect with job seekers. Video content is 10 times more likely to be viewed than other types of content and 40 times more likely to be shared. Video is also a terrific way to creatively demonstrate to job seekers what your organization stands for and what the corporate culture is like.

SodaStream is a drink maker that allows consumers to create their own carbonated beverages at home. In a video recruiting campaign called Join The Revolution, SodaStream went looking for ‘Rainmakers.’

The Recruitment Video Strategy

The recruitment video features CEO Daniel Birnbaum and actual SodaStream employees. The video does not mention job titles, candidate experience or job qualifications. The video focuses on SodaStream’s mission to minimize single-use plastic drink bottles.

According to Birnbaum, the video is a reflection of SodaStream’s DNA. Showcasing the company and its people’s personality. (Plus, this author thinks the video is HILARIOUS!)

The obvious drawback to creating a video like SodaStream’s is the financial investment. SodaStream’s video is professionally scripted, shot and edited. In addition, along with actual employees, it features The Mountain from the hit HBO show Game Of Thrones.

Corporate Videos that Show the Company Story

Do not think your corporate videos require as much financial capital as SodaStream’s promotional film. Remember, job seekers, are looking for an insider’s view into what it is really like to work at your company. A video shot with your phone can have just as much impact as a highly polished professional video.

Prestige Care, an assisted living, memory care, and post-acute care organization posts ‘Job of the Week’ videos. The videos are simply shot with the company logo in the background and gives an overview of the available job openings.

Starring Prestige Care’s Director of Talent Acquisition, the video gets to the point, has no fluff and provides the viewer with the right information. The viewer learns of the available job opening, the job location, awards the facility has received and what makes the job AWESOME. The video lasts less than one minute and includes a link to click to apply. Most importantly, the video feels genuine and authentic.

Utilizing Video on Social Media

If your HR department is camera shy and you are having a hard time finding someone willing to step up in front of the camera, try capturing some of these moments on video and posting to your social media accounts; company parties, office tours, employee volunteer events, award ceremonies, customer testimonials or current employee endorsements.

Your job posting may tout a “family-like atmosphere,” teamwork or a virtuous corporate mission statement but job seekers want proof.
Utilizing video on social media can showcase the human side of your organization.

Baby Boomers in the Workforce

Your Job Application

Your job application is like taking the ACT all over again.

When it comes to the job application, it is tempting to make it as long as possible. The more information – the better… Right?

Turns out, shorter job applications are more effective than lengthy ones. According to Appcast, completion of online job applications drops by almost 50% when an application has more than 50 questions. Additionally, talented applicants are not going to jump through a bunch of hoops to fill out your application if they feel they are wasting their time. If an application takes greater than 15 minutes to complete, 30% of job applicants will simply skip filling out your application.

Examples of Companies with Strong Online Presence

Tuft & Needle is a mattress store with both brick and mortar stores and a strong online presence. Started by two Millennial college roommates, T&N’s founders wanted to create a different type of mattress buying experience.

T&N’s job application consists of basic biographical questions such as name, email address, phone number and allows the applicant to attach a cover letter and a resume. The application also has two thought-provoking questions, “Why do you want to work for Tuft & Needle?” and “Name two retail companies that you think to lead the way in exceptional customer experiences and tell us why.” The application is easy to fill out and focuses on information that would be useful to a hiring manager.

Best Questions for Job Applications

Applications often ask non-qualifiable questions that increase the time it takes to fill out the application and gives the hiring manager little substantial information.

For example:

‘Are you a good communicator?’

This is a ridiculous question because nobody is going to answer no and once you communicate with the candidate you will know if he or she is a strong communicator.

Consider replacing non-qualifiable questions with questions that allow the applicant to bring to light his or her own personality.

I recently saw the following question on an online application for a technical position.

‘What is your favorite book? Why?’

What people read is a reflection of how they spend their leisure time. Plus, this is a great way to put together your own reading list!

By eliminating unnecessary questions from their online application, Home Depot accelerated the application process by eighty percent.

Home Depot also added a Candidate Self-Assessment Tool that allows candidates to determine if the job is right for them before even applying.

The questions include:

Do you love helping customers?
Are you a team player?
Do you enjoy selling?
Do you have respect for all people?
Do you want to build something?

Streamline Process for Applications

To streamline the process even further, candidates can now use a tool Home Depot calls “Candidate Self-Service” and schedule their interview from any device.

If you have not looked at your online application in some time, take a few minutes and fill out the application yourself.

Is the application easy to understand and do the questions have a purpose?
Is the application mobile friendly? According to Glassdoor, 89% of candidates utilize their mobile devices when looking for a job.
Does the application require the applicant to take unnecessary steps to complete the application?

With limited job applicants available and the multiple job opportunities screaming for their attention, smart HR professionals are making the application process as easy as shopping online.

Free food, avocado toast, and ping pong tables aren’t working.

Almost all of us love free food and avocado toast is a great high protein snack. Lots of companies are offering these kinds of perks to entice Millennials to work at their organizations.

What are some more imaginative things companies are doing to stand out and engage Millennial job seekers?

McDonald’s uses Snapchat to recruit young job seekers. They call it “Snaplications.” The process allows applicants to create an introduction video for a local McDonald’s restaurant manager. The applicant can activate a “crew” lens which gives the applicant a McDonald’s hat and name tag in their video.

PwC produces a podcast called the Pursuit of Happiness. The goal of the podcast is to educate employees and potential job hires that there is more than one way to juggle both life and work. The podcasts address such issues as Family Planning, Religious & Gender Inclusion, and New Dads.

Goldman Sachs Returnship® program helps people who have been out of the job market for 2-3 years back into the professional world. Returning veterans, Millennial Moms or Dads, people who have taken a few years off of work, this paid program offers them a variety of experiences within different departments at Goldman Sachs.

Millennial Myths & Misconceptions

Here is a Millennial Myth for you: Millennials are not loyal to their employer. According to a Capital Group’s survey, greater than 65% of Millennials feel loyalty between the employee and the employer is important. Contrary to common belief, Millennials are looking for a place to land and nurture their career. What is important to young job seekers is finding an employer who reflects their values. More than 85% of Millennials who have remained with their employer for at least five years or longer were happy with their sense of purpose at work.

Millennials want to feel passionate about what they do, and they want to feel an emotional connection with your company. Through the recruitment process, you can demonstrate that your companies’ mission, culture, and brand are something they can fall in love with.