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1、What Does a Gen Yer Want?,Presented by: Jennifer Brown, Jennifer Brown Consulting Liz Wamai, Merrill Lynch Sharon Klun, Accenture Work/Life Congress,Context is Key,Each generations attitudes and beliefs are formed by cultural shifts, influential public personalities, and technological changes These
2、differences play out in the workplace, where there are currently four generations interacting constantly,Who are the Generations?,Traditionalists born before 1946 Baby Boomers born 1946-1964 Gen Xers born 1965-1980 Gen Yers born after 1980,Influences,Traditionalists,Loyal put aside individual needs
3、to work towards common goals Leadership top down approach, military style Work paternalistic, company took care of employees Goal build a legacy, leave something behind Reward job security, plaques, employee of the month, satisfaction of job well done Work philosophy paying dues is the natural order
4、 of things,Baby Boomers,Optimistic good education, jobs, opportunity Leadership by consensus Change civil rights, womens rights Competitive “Me” generation Greatest invention TV Rewards money, title, seniority, corner office,Generation X,Skepticism Leadership - competence Media cable TV, VCRs, video
5、 games, cell phones, personal computer Resourceful, independent Rewards freedom and balance, transferable benefits, portable retirement, flexible leave Career independence, self-manage,Generation Y,Feel empowered to change environment; wont give respect just based on rank Value being “cutting edge”
6、versus “having experience” Value diversity and change “Portable” skills Work place, hours, and teammates at their discretion Focus on life/work balance,Traditionalist/Baby Boomer Perspective,The young people of today have an attitude problem They want everything on their own terms They dont understa
7、nd that they have to pay their dues They have barely started the job and they expect to be sent to some expensive training program They work the minimum hours and then go home They have a short attention span Im doing more parenting than managing They dress too casually for the workplace,Generation
8、X and Y Perspective,I dont like being stuck in a cubicle with nothing to do The guy that hired me hardly ever makes contact My skills havent been tested I dont want to be locked in a dead-end job Nobody asks me for my opinion Nobody recognizes my contributions,What Can We Learn From Yers?,Multi-task
9、ing skills Decision-making agility Evaluation of risk and managing dilemmas Flexibility and persistence in face of change High skills in social networking and team activities,Institutionalizing Generational Diversity With four generations in the workforce, a different cultural work experience is beg
10、inning to take shape. As such, Merrill Lynch is developing a holistic approach to leveraging the unique characteristics, values and skills. These programs include: Parents Day GoLearn! Blackberry Training Uncommon Threads: Four Generations in the Workplace training Redesigned Analyst and Associate D
11、evelopment Program Future Generation of Leaders: Profiles of Women in Leadership Future Generation of Leaders: Sophomore Rotation Program Networks: Young Professionals and Womens Associates Leadership Connection Reverse mentoring; Parenting Pals,Gen Y Merrill Lynch Programs,Program or Initiative Str
12、ucture and Design Our suite of programs is outlined individually so that you may get a full flavor of our offerings. Parents Day Our premier initiative, Parents Day, is a “Bring Your Parents to Work Day“ that recognizes the influence that extended family members (often “helicopter parents”) bring to
13、 bear on a students choice of industry, firm and work location. This program is focused on family members who are unfamiliar with financial services and anxious about their child working in New York City. The event provides welcome assurances and first-hand familiarity.,Gen Y Merrill Lynch Programs,
14、Awareness and Development Programs A) GoLearn! Blackberry Training B) UnCommon Threads: Four Generations in the Workplace C) Newly Designed Analyst and Associate Banker Development Program D) Profiles of Women in Leadership Conference E) Global Markets & Investment Banking (GMI) Sophomore Rotation P
15、rogram,Gen Y Merrill Lynch Programs,Employee Engagement (Networks) A) The Young Professionals Network B) The Womens Associates Leadership Connection (WALC) C) Employee Engagement: Reverse Mentoring D) Employee Engagement: Parenting Pals Measures of Success/Key Metrics: Diversity Scorecards- demograp
16、hics, performance management, recruiting, advancements, productivity, change behavior metrics Level 1-4 Learning Evaluation for learning and development programs Employee Surveys- 40+ questions Session evaluations Anecdotes- comments,Gen Y Merrill Lynch Programs,Gen Y Merrill Lynch Programs,Summary of Participants Impacted by Generational Diversity Efforts Parents Day: 38 Analyst Day 60 New! Blackberry Training: GoLearn! 2100 Uncommon Thr
