Baby boomers (1946-1965)
Generation X (1965-1980)
Millennials
(1981-1996)
Shaping influences: Post-war economic growth, social movements like civil rights and feminism, and the early stages of the digital revolution.
Values: Stability, loyalty, and a strong work ethic. Baby Boomers often view work as a key part of their identity.
Communication style: Face-to-face meetings, phone calls are their ago-to. They value personal interaction but are open to learning new technology.
Work approach: They appreciate clear advancements paths, structured environments, and formal recognition for their contributions.
Baby boomers (1946-1965)
Baby boomers grew up in a time of post-war prosperity and transformative social change. They’re known for their loyalty, resilience, and preference for structure in the workplace.
Shaping influences: Economic recessions, the rise of personal computers, and the transformation from analog to digital.
Values: Work-life balance, authenticity, and resourcefulness. Gen Xers value flexibility and constructive feedback.
Communication style: The like direct, straightforward communication. They’re comfortable with both traditional methods and digital tools.
Work approach: Flexibility is key. They’re adaptable, quick to embrace new challenges, and skilled at finding practical solutions.
Generation X (1965-1980)
Often described as the middle child of generations, Gen Xers grew up during economic uncertainty. This shaped their independent, pragmatic approach to work.
Shaping influences: The internet, social media, and the Great Recession. Many millennials faced significant student debt and job market instability.
Values: Purpose, diversity, and work-life integration. They want to feel that their work matters.
Communication style: Instant messaging, emails, and open dialogue. They value transparency and speed.
Work approach: They thrive in collaborative environments and appreciate flexibility, such as remote work and flexible hours. They seek a clear career path and growth opportunities.
Millennials (1981-1996)
Millennials are digital connoisseurs who prioritize purpose-driven work and collaboration. They’ve reshaped workplace expectations, emphasizing flexibility and inclusivity.
Identifying the process for improvement
Analyzing the process
Redesigning the process
First, you need to identify the existing processes that you need to improve. Gather data on the process to identify any inefficiencies, bottlenecks, pain points, or areas for improvement.
Identifying the process for improvement
Next, examine the current process to find the root causes of any inefficiencies or issues. This may involve collecting data, business process mapping, or gathering feedback from both your employees and customers.
Analyzing the process
One you understand the problematic process and it’s limiting factors, you can redesign the process to improve quality, increase process efficiency, and eliminate any waste. This may include adjusting job responsibilities, workflows, or introducing new technology solutions for business process automation.
Redesigning the process
Generation Z
(1997-2012)
Shaping influences: The rise of social media, global movements for social justice, and the Covid-19 pandemic.
Values: Inclusion, mental health, work-life balance, and autonomy. They’re looking for employers that align with their ethics.
Communication style: Quick and concise –– think texts and multimedia. They often prefer visual content over lengthy emails.
Work approach: Flexibility, balance, and innovation are non-negotiable. They thrive on frequent feedback and enjoy tackling new challenges. Along with seeking rapid career progression and are transparent in comparing pay with peers.
Generation Z (1997-2012)
The youngest generation in the workforce is known for being tech-savvy, socially conscious, and entrepreneurial. They’ve never known a world without smartphones and social media.
3. Choose the right AI tools and technologies
Shaping influences: The internet, social media, and the Great Recession. Many millennials faced significant student debt and job market instability.
Values: Purpose, diversity, and work-life integration. They want to feel that their work matters.
Communication style: Instant messaging, emails, and open dialogue. They value transparency and speed.
Work approach: They thrive in collaborative environments and appreciate flexibility, such as remote work and flexible hours. They seek a clear career path and growth opportunities.
Millennials are digital connoisseurs who prioritize purpose-driven work and collaboration. They’ve reshaped workplace expectations, emphasizing flexibility and inclusivity.
Millennials (1981-1996)
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