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How open are we in accepting the goals of employees?

Friday October 15, 2021, By Manasa Sai Sekar

The term generational gap is about differences in perspectives between generations like Baby Boomers, Gen X, Gen Y, Gen Z, or iGen or Centennials, to name a few. Understanding generational differences has become critical because the goals and ambitions of every generation vary. While the older generations focus on one goal at a time, the younger ones prefer multi-tasking. The differences often mar the selection process as companies often struggle to accept the goals of the employees.

A selection process includes profiling the eligible candidates, followed by shortlisting and a face-to-face interview or a virtual interview. In the interview, though the recruiters test the candidate’s aptitude, attitude, and skills, organizations don’t understand the goals and ambitions of the candidate. There are reasons like differences in expectations, pay scale, skill-sets, and interview experience. An organization often fails to understand the candidate’s perspectives concerning their goals. Here are some ways to overcome it.

Encourage entrepreneurshipGen Y and Gen Z are talented in multiple domains. College grads are professional photographers, dancers, coders, and entrepreneurs. Such multiple goals drive them and hence organizations must be open to accepting them. Companies can support them by building safe space and policies around the dos and don’ts of performing multiple roles.

Be open to change: Organizations understand that change drives the younger generation, and they enjoy pursuing bigger and better goals from time to time. However, it can be seen as a threat by some organizations. Though there is a cost involved when the candidate retention rate is low, there is a greater cost involved when organizations lose some talented individuals.

Embrace digital nomads: Gen Y is a generation that prioritizes traveling and hence will take up a job lifestyle that does not curtail their traveling needs. Travels bring numerous benefits to the organization because of the exposure and the perspectives. Travelling does not mean the employees must be on unpaid leave for long. If the organization is willing to admit them onto a virtual working mode, the employee retention rates will be higher.

Let go of good old times: Baby Boomers (1946 – 1964), Generation X (1965 – 1976) are the most experienced generational cohort who have seen multiple facets of life. Gen Y and Gen Z are the generations who are gaining experience with the same. It is high time to let the younger generation experience life their way instead of experiencing the good old times.

Remove unconscious biases: Change is the only constant. Rewarding the output instead of rewarding the amount of time and energy spent will set new standards within the organization. Taking bold steps like these will eventually attract talented individuals. However, to execute bold steps the people within the organization must be sensitized and willing to forego beliefs that no longer serve the organization.

To ensure that the candidates and employees are transparent about their goals, organizations must create a safe space within their organization for them to be able to express themselves without having to fear job security. Identifying the unconscious biases and the roadblocks will be a good place to begin.

Author Profile

Manasa Sai Sekar
Manasa Sai Sekar
A Senior Consultant from Consulting & Solutions team at Avtar, has worked in four different industries such as Retail, Telecommunication, Agriculture, and HealthCare.

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