Are your colleagues from distinctly different age groups? Are you sometimes baffled or frustrated by their decisions and behaviors? You are not alone. Since the workplace is made up of multiple generations you are likely to experience generational friction first-hand. But let’s be clear: these are not problems to fix. Rather, they are differences to understand, appreciate and ultimately, embrace.
The American workforce has evolved to include four distinct generational groups. Therein lies the challenge and the opportunity. Each generational cohort comes of age during distinct environmental and socio-economic circumstances; we are all products of our respective times. These circumstances shape our motivations, expectations, and workplace behaviors.
Chris DeSantis has scoured the literature on parenting, generational research, and the evolving American worker and workplace. He has developed a framework for understanding generational perspectives, explaining when it makes sense to talk about these differences and when it doesn’t. In his talk about his book you will learn why organizations need to embrace lopsidedness as a way of reversing the commoditization of talent, the myth of Work/Life Balance, what feedback needs to actually be able to do, and how mentoring is a joint responsibility. By understanding and appreciating our colleagues we can reduce friction, increase engagement, and improve both productivity and job satisfaction.
.jpg)
.jpg)
.jpg)
.png)
.png)
