Rosabeth Moss Kanter Award for Excellence in Work-Family Research
Kathie Lingle's Work-Life Blog
Kathie Lingle's Work-Life Blog
I would like to introduce a guest blogger today, Courtney Sherwin, Director of Total Rewards at HealthONE. Courtney serves on a unique multi-disciplinary task force within WorldatWork that is exploring all aspects of the much-debated phenomenon that goes by the label of managing multigenerational issues. This team will take turns contributing to my blog from time to time because this topic is so "hot" in today's work environment — complex, evolving, controversial. We'd very much like to have your input.
Kathie Lingle
Director, Alliance for Work-Life Progress
Getting a Life: Does Generation Matter? Guest Blogger: Courtney Sherwin, HealthONE
Jan. 18, 2008 — Now that it’s a brand new year, have you considered taking an honest inventory of the quality of your own life to see where you might have strengths and opportunities for improvement?
Carve some time out to evaluate a wide variety of factors: your physical and mental well-being, relationships with family and friends, financial wherewithal, fun/recreation/hobbies, career, personal growth, the sources of your passion/spiritual development, and everything else that contributes (or detracts from) your overall state of being. Take a blank piece of paper and create a list down the left side with each of these aspects that completes your personal inventory. Then divide the page into two columns vertically. In the first column, describe (in a few words) your notion of the ideal state. What do you wish for or aspire to in each category? In the second column, jot down a few concrete action steps that will move you closer to your goals.
A wide variety of sources suggest that the types of issues, value systems and corresponding goals that you will identify in some of the categories mentioned above may vary based on what generation you belong to. To be specific, when it comes to the workplace, here is a summary of what some pundits say matters to whom.
Traditionalists tend to show more interest in non-cash recognition and satisfaction of a job well done. The benefits they value include flexible schedules, health and fitness opportunities, free health screenings/fairs and massage therapy, on-site weight loss programs, and discounted health club memberships and entertainment options like theatre, sporting events and dining.
Baby Boomers tend to show more interest in feeling appreciated. Their most-wanted benefits include travel and luxury items like cruises, flat screen TV's, nicer automobiles, home computers and B&B overnights. They also want more status at work, personal growth and involvement opportunities such as life coaching, education stipends, active participation in professional/technical organizations and sabbaticals.
Generation X employees long more for a balanced lifestyle with time for work and play, an informal work environment, additional retirement planning assistance, support for child and/or elder care, gadgets and high-tech items that keep them in touch such as cell phones and PDAs.
Generation Y seems to be more interested in immediate performance feedback, on-the-spot bonuses, instant gratification, meaningful work-life balance, diverse employment opportunities and lateral career paths or rotating tasks to create variety, involvement in charities, improving the environment, and technological advances customized to their preferences.
If there is such generational diversity in the workplace, what’s a total rewards practitioner to do?
What do you think?
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The opinions expressed are solely those of the author and do not necessarily represent those of WorldatWork and its affiliate, Alliance for Work-Life Progress (AWLP).
