A major challenge facing organizations today involves understanding the motives of the new generation entering the workforce and balancing it with the expectations of the existing generations on the work floor. At Robert Half we realize that working with different generations can create conflicts. Therefore we have developed a workshop, research and white papers to create greater awareness around this topic. See www.roberthalf.nl/generaties for more information.

1. generations
Different
on the workfloor
B
BaByBoomers
(The boomer generation)
X
Generation X
(The lost generation)
y
Generation y
(The millennial generation)
1946 -1964 1965 - 1980 Born after 1980
Open mind Individualism Self-conscious
Creative Flexible Optimistic
Independent Individualistic Self-conscious
Optimistic Results oriented Longs for flexibility
Loyal Focused on short term Socially involved
Ambitious Not afraid of changes Team players
Focused on output Less loyal to organisations Sets the bar high
Politically involved Appreciates feedback Multitasking
Attached to status Finds status less important Not afraid to make mistakes
Likes to coach others Attached to own rights Technology is second nature
www.roberthalf.nl

2. Feedback
Generation Y likes being guided based on performance appraisals.
What does They are very familiar with digital media, chatting and the internet and prefers
to receive ‘real-time’ feedback.
Generation Y Appreciation
The generation wants to be appreciated, either financially or in another
expect from work? practical way.
Flexibility
Generation Y is a flexible generation. They easily switch between one activity
and another and can quickly find unexpected connections between things.
They are also used to working at a time that suits them best.
Involvement
This generation gets bored easily and is looking for responsibility and
variation. It is important that they see the benefit of their work, so that they
feel committed to their job with their hearts as well as their heads.
Challenges
Generation Y wants a challenging job with plenty of freedom and room for
manoeuvre. They also want to be able to develop fast and often ask a lot
from the company they work for.
Work-life balance
The Y generation usually feels that their private lives are more important
than their work. Their private and professional lives are constantly merging
because of the virtual worlds they belong to such as LinkedIn, Hyves and
Facebook.
generations Salary
The job content is more important to this generation than a good salary, but
money is still important. The Y generation wants to make career progress
fast and wants to see this reflected in their pay. This generation is also very
keen on bonuses.