WHAT DO YOU NEED TO DO DIFFERENTLY TO ENGAGE GEN Y* * (if anything at all.)

Transcription

1 WHAT DO YOU NEED TO DO DIFFERENTLY TO ENGAGE GEN Y* * (if anything at all.)

2 WHAT IS A GENERATION? 2 Generation: group of people who came of age around the same time, and who supposedly share characteristics resulting from the experience of the historical events and technological advancements of a certain time period at the same impressionable developmental stage.

3 DOES GEN Y REALLY EXIST? 3 Key differences include: - o Raised in a digital, media- saturated world (Marc Prensky) o More racially diverse o Fewer of them are married o Less religious But do these differences translate into work?

4 THE 2016 EDENRED- IPSOS BAROMETER ,000 employees interviewed by Ipsos in January 2016 in 15 countries among the largest economies in the world (USA, China, Japan, Germany, UK, France, Brazil, India, Italy, Spain, Mexico, Turkey, Poland, Belgium, Chile) n = 3,552 employees under 30 or born after 1986* n = 10,837 employees above 30 A representative sample of 803 employees interviewed in UK (aged 18 and over, excluding the self- employed: farmers, craftsman, traders, independent professionals, etc.): 209 under 30s and 594 over 30s *In our Barometer, employees born after 1986 are considered as Digital Natives ; they belong to the Millennium generation ( Millennials / Gen Y ). Online survey conducted in January 2016 by Ipsos

5 LIFE IN THE WORKPLACE (1/2) 5 Do you agree with the following statements (% absolutely) < 30 year old > 30 year old < > you have an interesting job you enjoy coming at work in the morning Findings you are satisfied with the balance between work and private life you feel confident about your personal future in your company Compared to their elders, «Digital natives» are much more enthusiastic and motivated you work in a stimulating environment Would you say that your motivation at work (%) is on the increase

6 LIFE IN THE WORKPLACE (2/2) 6 Do you agree with the following statements (% absolutely) < 30 year old > 30 year old < > you have a clear idea of what is expected from you on the job if you have problems, you can count on colleagues to support you feel respected by your management Findings Under 30s employees also have the feeling to work in a more trusty and supportive environment your equipment and materials at your disposal are suitable They feel better managed and trained your management pays attention to your skills and training

7 STATE OF MIND RE. THE JOB 7 You consider that your job is currently (%) a passion a pleasure a routine a security a constraint

8 PROFESSIONAL ASPIRATIONS FULFILLMENT 8 Does your company fulfil your professional aspirations? (%) Yes, absolutely + mostly Only somewhat + just barely + not at all

9 MOTIVATION 9 Your motivation at work is (%) on the increase stable on the decline

10 MOTIVATION 10 YEARS AGO [RESULTS EXTRACTED FROM IPSOS RED SURVEY 2006] 10 Your motivation at work is (%) on the decline stable on the increase Findings years ago, under 30 s were also more motivated Ø These more positive results among Generation Y more reflect classical attitudes of new joiners on the job market rather than a generation effect. (worldwide perimeter) 10

11 THE IDEAL COMPANY (1/2) 11 What are the main qualities of an ideal company? (%) (up to 3 answers) It is a company that... (Top expectations) rewards everyone's efforts offers growth opportunities has a management that cares about people 57 < 30 year old > 30 year old < > Findings The hierarchy of responses is almost identical between age categories : reward, opportunities for growth and care are ranked as the top 3 expectations among Generation Y, as well as for older employees offers pleasant working conditions

12 THE IDEAL COMPANY (2/2) 12 What are the main qualities of an ideal company? (%) (up to 3 answers) It is a company that... offers greater flexibility in terms of work organisation develops skills communicates transparently encourages individual initiatives < 30 year old > 30 year old < > Findings Diversity, intergenerational relationships or organizational issues linked to digitalization (flexibility, less hierarchy ) appear to be less critical challenges, even among the under 30s. takes into account diversity has a less hierarchical structure 7 8-1

13 SO WHAT IS DIFFERENT? 13 SOCIAL NORMS

14 TECHNOLOGY 14

15 THE IMPACT OF THE CHANGES ON WORK 15 TECHNOLOGY Greater accessibility SOCIAL NORMS Less deference More and quicker knowledge More openness More scepticism Less formality

16 16 IT AFFECTS US ALL (TO A LESSER OR GREATER EXTENT) 16

17 CONCLUSIONS Gen Y are more enthusiastic and motivated, work in a more trusty and supportive environment and feel better managed and trained than other generations 17 However ten years ago, under 30s were also more motivated than their elders Employees expectations are globally identical between age categories: reward, opportunities for growth and care are ranked as the top 3 expectations for all employees regardless of age Gen Y s early experiences with digital probably shaped their behaviors but not to the extent that they are radically different at work from older employees More a generational related issue, the challenge that managers face from now is about developing leadership capabilities in a new, virtual, horizontal, multi- tasking working environment

18 18 we develop employee engagement and leadership through integrated research & advisory solutions we help attract and engage your talents, empower your managers to understand, decide and act, develop your leadership potential & culture, and eventually enhance your transformation capabilities Ipsos is the 3rd largest global research company presence in 86 countries; 15,000 employees Ipsos is an independent company managed and controlled by research professionals