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Introduction /02You’ve read plenty about the challenges presentedby the multi-generational workforce.You get it. The generations arewired differently, they workdifferently and organizationshave to adapt or they’ll go theway of the dinosaur.
Introduction /03Improving productivity, reducing turnover and building your talent supply chain acrossfour diverse generations is imperative for organizational success as we stare down thebarrel of a rapidly changing workplace and marketplace.There are fundamental reasons why organizations, not just HR departments and HRleaders, must respond to generational issues—and quickly.The fact is, although there is a deluge of anecdotal evidence suggesting that thedifferent generations’ mindsets and approaches to work are worlds apart, we now knowthat the modern workplace is occupied by a constituency that—across the age spectrum:• demands flexible conditions and work-life balance,• thrives on collaboration and entrepreneurialism, and• at once craves knowledge and is qualified to impart it.Today’s workforce needs to believe in its employer and perceive meaning in itswork, too.
Page 1: Lance J. Richards and Jason S. Morg
Page 5 and 6: 05Gen Y, or the Millennial generati
Page 7 and 8: 07aA new workplace,newworkforce
Page 9 and 10: A new workplace, a new workforce/09
Page 11 and 12: 11What definesGen Y?
Page 13 and 14: What defines Gen Y?/13Technology an
Page 15 and 16: What defines Gen Y?/15Yet, consider
Page 17 and 18: 17matterTrust and dialogue
Page 19 and 20: Trust and dialogue matter /19Member
Page 21 and 22: 21Engaginga multi-gen workforce
Page 23 and 24: Engaging a multi-gen workforce/233.
Page 25 and 26: Engaging a multi-gen workforce/257.
Page 27 and 28: managing the workplace collision /2
Page 29 and 30: 29Work as the traditionalemployer s
Page 31 and 32: conclusion/31If you allow Gen Ys to
Page 33 and 34: eferences /33“Millennials at Work

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