People can be unique individuals, but for the most part their generational cohort can impact their learning and working style tremendously. Businesses hiring for different positions may end up with some challenges when it comes to figuring out floor plans and team assignments to get the most out of each group. They all come with different talents and expectations, which can be used differently within an organizational structure.
Three Cohorts with Three Different Styles
Here are three different generations and their working style.
This group grew up with an iPod in their hands. They are very tuned into technology, but also have a vast peer group where they crowd source ideas and solutions. They work better in groups, prefer open floor plans to facilitate group communication, and are innovative technology users and creators. Companies that seek out Millennials can target this cohort by posting entry level job opportunities at sites like FirstJob.com.
This generation is sandwiched between the Boomers and the Millennials. They have some of the technical skills of the Millennials, but many of the demands of family thrown in. They are less likely to move around in careers due to this and high student loan debt. They appreciate a stable workplace, with some innovation, and are very tuned into generating revenue to make sure the business remains viable. They network, but mostly within their own social group.
This group is starting to retire now, but with still plenty of gas in their engines. They are thinking more about their legacy now and appreciate roles where they can mentor a fresh graduate job candidate or teach others what they know before they leave the workforce. They prefer cubicles to open workspaces, so you will need a mix of both open and closed areas if you hired from both groups. They grew up with a strong work ethic.
Employers who want to start advertising fresh grad jobs and find out more about the work habits of Millennials can do so by signing up on FirstJob.com.