WhatdoesGenYWant(Y世代简介、90后年轻人所想).ppt

WhatDoesaGenY erWant Presentedby JenniferBrown JenniferBrownConsultingLizWamai MerrillLynchSharonKlun AccentureWork LifeCongress ContextisKey Eachgeneration sattitudesandbeliefsareformedbyculturalshifts influentialpublicpersonalities andtechnologicalchangesThesedifferencesplayoutintheworkplace wheretherearecurrentlyfourgenerationsinteractingconstantly WhoaretheGenerations Traditionalists bornbefore1946BabyBoomers born1946 1964GenX ers born1965 1980GenY ers bornafter1980 Influences Traditionalists Loyal putasideindividualneedstoworktowardscommongoalsLeadership topdownapproach militarystyleWork paternalistic companytookcareofemployeesGoal buildalegacy leavesomethingbehindReward jobsecurity plaques employeeofthemonth satisfactionofjobwelldoneWorkphilosophy payingduesisthenaturalorderofthings BabyBoomers Optimistic goodeducation jobs opportunityLeadershipbyconsensusChange civilrights women srightsCompetitive Me generationGreatestinvention TVRewards money title seniority corneroffice GenerationX SkepticismLeadership competenceMedia cableTV VCRs videogames cellphones personalcomputerResourceful independentRewards freedomandbalance transferablebenefits portableretirement flexibleleaveCareer independence self manage GenerationY Feelempoweredtochangeenvironment won tgiverespectjustbasedonrankValuebeing cuttingedge versus havingexperience Valuediversityandchange Portable skillsWorkplace hours andteammatesattheirdiscretionFocusonlife workbalance Traditionalist BabyBoomerPerspective TheyoungpeopleoftodayhaveanattitudeproblemTheywanteverythingontheirowntermsTheydon tunderstandthattheyhavetopaytheirduesTheyhavebarelystartedthejobandtheyexpecttobesenttosomeexpensivetrainingprogramTheyworktheminimumhoursandthengohomeTheyhaveashortattentionspanI mdoingmoreparentingthanmanagingTheydresstoocasuallyfortheworkplace GenerationXandYPerspective Idon tlikebeingstuckinacubiclewithnothingtodoTheguythathiredmehardlyevermakescontactMyskillshaven tbeentestedIdon twanttobelockedinadead endjobNobodyasksmeformyopinionNobodyrecognizesmycontributions WhatCanWeLearnFromY ers Multi taskingskillsDecision makingagilityEvaluationofriskandmanagingdilemmasFlexibilityandpersistenceinfaceofchangeHighskillsinsocialnetworkingandteamactivities InstitutionalizingGenerationalDiversityWithfourgenerationsintheworkforce adifferentculturalworkexperienceisbeginningtotakeshape Assuch MerrillLynchisdevelopingaholisticapproachtoleveragingtheuniquecharacteristics valuesandskills Theseprogramsinclude ParentsDayGoLearn BlackberryTrainingUncommonThreads FourGenerationsintheWorkplacetrainingRedesignedAnalystandAssociateDevelopmentProgramFutureGenerationofLeaders ProfilesofWomeninLeadershipFutureGenerationofLeaders SophomoreRotationProgramNetworks YoungProfessionalsandWomen sAssociatesLeadershipConnectionReversementoring ParentingPals GenYMerrillLynchPrograms ProgramorInitiativeStructureandDesignOursuiteofprogramsisoutlinedindividuallysothatyoumaygetafullflavorofourofferings ParentsDayOurpremierinitiative ParentsDay isa BringYourParentstoWorkDay thatrecognizestheinfluencethatextendedfamilymembers often helicopterparents bringtobearonastudent schoiceofindustry firmandworklocation ThisprogramisfocusedonfamilymemberswhoareunfamiliarwithfinancialservicesandanxiousabouttheirchildworkinginNewYorkCity Theeventprovideswelcomeassurancesandfirst handfamiliarity GenYMerrillLynchPrograms AwarenessandDevelopmentProgramsA GoLearn BlackberryTrainingB UnCommonThreads FourGenerationsintheWorkplaceC NewlyDesignedAnalystandAssociateBankerDevelopmentProgramD ProfilesofWomeninLeadershipConferenceE GlobalMarkets InvestmentBanking GMI SophomoreRotationProgram GenYMerrillLynchPrograms EmployeeEngagement Networks A TheYoungProfessionalsNetworkB TheWomen sAssociatesLeadershipConnection WALC C EmployeeEngagement ReverseMentoringD EmployeeEngagement ParentingPalsMeasuresofSuccess KeyMetrics DiversityScorecards demographics performancemanagement recruiting advancements productivity changebehaviormetricsLevel1 4LearningEvaluationforlearninganddevelopmentprogramsEmployeeSurveys 40 questionsSessionevaluationsAnecdotes comments GenYMerrillLynchPrograms GenYMerrillLynchPrograms SummaryofParticipantsImpactedbyGenerationalDiversityEffortsParentsDay 38AnalystDay60New BlackberryTraining GoLearn 2100UncommonThreads FourGenerationsintheWorkplaceTraining1280NewlyDesignedAnalystandAssociateDevelopmentProgram870FutureGenerationofLeaders ProfilesofWomeninLeadership1025FutureGenerationofLeaders GMISophomoreRotationProgram12EmployeeNetworks160TotalParticipants6 052TotalProjectedParticipantsYearEnd200712 452 MotivatingGenerationYSharonKlun Accenture WhyUnderstandGenerationalDifferences Employeesofdifferentgenerationsbringdifferentvalues attitudestowardwork workstyles jobsatisfactioncriteria engagementbeliefs learningstyles expectations andlevelsofcommitmenttotheworkplaceMotivationaltools rewards recognition andretentiontoolswilllookdifferentforeachemployeeOrganizationsthatunderstandthisbasicprinciplewillhavethecompetitiveedge Theworkforceisbecomingmorework lifefocused22 ofBabyBoomersarework centriccomparedwith12 to13 ofGenXandGenY41 ofBabyBoomersarefamily centriccomparedwith50 ofGenXand52 ofGenYMen indual earnercoupleswithchildren spend1hourperweekmoresharingchoresand1hourperdaymorewiththeirchild38 aresomewhatorverylikelytofindanewjobthisyear83 ofAccentureemployeessaytheirabilitytomanagework lifeimpactstheircommitmenttostay Work LifeAccentureSurvey USWorkforceTrends ResearchonGenY GenXandGenYwomenandmenworkveryhard buttheydonotwanttoadvanceintojobswithmoreresponsibility In1992 57 wantedmoreresponsibility In2002 numbershaddroppedto36 G Gstudy Bothmenandwomenarelookingforgreaterbalanceintheirlivesfordifferentreasons EqualnumbersofmenandwomeninGenXandYvalueflexibilityandcareeron offramps SHRMstudy Work LifebalanceisamongthemostimportantfactorsinjobsatisfactionwithGenXandGenYemployees AccentureWork LifeSurveyExecutiveSummary Work lifeBalanceandCareer83 indicatedthattheabilitytobalanceworkandlifeimpactstheircommitmenttostaywithAccentureFutureLeaveandCareerFlexibility32 haveturneddownaroleinthepast2yearsorconsideredleavingduetowork lifebalanceconcerns71 saidwellnessispriority butmanagingstressandburn outissecondaryEqualbetweengendersFlexibility81 reportedsatisfactionwouldsignificantlyincreasewithadditionaltimeandlocationflexibility61 indicatesabbaticals careerflexibility asoneofthetop5mostfavoredresources70 ofthosewhoareworkingflexiblyindicatedtheywouldbelikelyorhighlyprobabletoleaveiftheycouldnothavethatflexibility SnapshotofGenerationY 1980 2000Mosteducated mostsociallyandenvironmentallyawareApprox50 raisedbydivorcedparents2workingparents coddledandconfidentMostavailable intheiryouth economicprosperityofparentsGetnow paylater Globalawareness massmediaHavewatchedmoreTVthananyothergenerationAlwayscontactableCanmulti task andrequiresitforjobsatisfactionRightsandentitlements highexpectationsforjobandlifeDual centricorFamily centricHavebettermentalhealthandlifesatisfactionEvents ExperiencesSchoolShooting OklahomaCity Technology ChildFocusedWorldNorecollectionofReganandalwayshaveknownAIDS MotivationalStrategiesforGenY Behighlyawareofpersonalvaluesanddrivers corporatecitizenship CorporatevaluesandpersonalgoalsmustalignWork LifebalanceisVERYimportant willsacrificepromotionsforlifestyleFlexibleworkenvironmentIndependenceastowhereandwhenworkisdonePersonalvaluesreflectdesiretobalancesocialandcareerinterestsConstantskill developmentisessentialtokeepthemengagedWanttobepartofateam butvirtualteamMultipleworkassignments canmulti tasklikenogenerationbeforethem9to5 Theirlifeisinsound bites FutureLeaveASelf FundedSabbatical FutureLeaveoffersashort termcareeroffandonramptoaddresswork lifebalanceneeds Asanalternativetothetraditionalleaveofabsence italsoprovides SecurityofbenefitscontinuationatemployeeratesTheoptionofbudgetingfortimeawaybysettingupaseconddirectdepositaccountAssurancethatyoucanreturntoworkAbilitytopre selectatimeinthefuturetobeaway FutureLeaveEligibility Consulti