Workplace Generation Survey
Is your company a melting pot of personalities, with Baby Boomers, Generation X and Millennials working together to create a modern, customer-facing organisation? My 8,000 word CIPD dissertation will explore how generational differences affect our approach to management, employee engagement and professional development.
I am surveying the employees in my company and need your feedback to compare and contrast the survey findings. A tickbox survey that only takes 60 seconds to complete.
Time after time, we all have that blue Monday feeling but don’t stop believing because nothing’s going to stop us now. So let’s get it on and stop walking on broken glass. Tell me why you feel the way you do, but it needs more than words to make things change. Click here for the generations survey
Baby Boomers (born between 1946 – 1964)
Baby Boomers are expected to continue to work well into their sixties and are currently interested in changing, rather than ending, their careers. Their work ethic is characterised by dedication, loyalty and a willingness to stay in the same job for a long time to deliver results and help others grow. They are challenging the stereotype of being expensive, difficult to manage, and not up to date with new technology. But while we need their broad business experience to foster and transfer cross-generational knowledge, are they blocking succession planning and new ways of working?
Generation X (born between 1965 – 1980)
Generation X embraces change in the workplace, possessing an entrepreneurial spirit and a do-it-yourself attitude to move with the times and get things done. They enjoy autonomy, are career-oriented, and want challenging work to aid their professional development. They thrive on diversity, placing a strong emphasis on family time and good work–life balance. But are they ready to step up and fill the leadership roles?
Millennials (born between 1981 – 2000)
Known as the technological whiz kids, they are totally comfortable with digital technology. They are smart, creative, productive and achievement-oriented, but stereotyped as impatient as they require instant gratification. Will their so-called ‘what’s in it for me?’ attitude create silos, or do they have the emotional intelligence and skills to help create a less bureaucratic and more unified and capable organisation?
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