#Generational slang how to

Whether caregiving for children, for parents, or for others, we found that caregivers prioritized additional workplace flexibility.īill Schaninger: It’s worth pointing out what flexibility can mean. True or false?īryan Hancock: In the research we released last year, we looked at a few nontraditional cohorts. Lucia Rahilly: We’ve often heard that millennials put the highest premium on work–life balance. Flexibility matters-and not just for millennials

They’re not as overt in revealing when they’re a risk to leave.

Whereas you have to keep tabs on Gen Xers, because they might be quietly lining up a job elsewhere and you’d never know. They tell you what they want and don’t want. They talk about comp because it doesn’t strike them as a faux pas.Īlso, because Gen Z verbalizes everything, you don’t need an early-warning radar system. They’re concerned about an environment that’s inclusive and makes them feel they can be successful. But we know from asking Gen Z that that’s not the case. If comp matters to you and you talk about it, other people might think comp is all that really matters to you. Google Podcasts Apple Podcasts Spotify Stitcher RSS But we were raised in an era where you didn’t talk about compensation-whereas my son is 23 and just entering the workforce, and his cohort shared the details on every job offer they received. They do, particularly as they get closer to retirement. It’s not like Gen Xers don’t think about money. What’s different here is that Gen Z is talking about money-openly and transparently. Is it true that Gen Z is motivated primarily by money?īill Schaninger: Not true. We hear so much about Gen Z’s financial woes, vis-à-vis diminished economic mobility. In the interest of dispelling generational stereotypes, let’s talk about one myth you’ve identified in the research for each generation, starting with Gen Z. Lucia Rahilly: We’re now routinely seeing four, occasionally even five, generations together at work. If you’re a retiree, you may be more willing to have a job that’s all about who you see every day, because we know that human connection is something some people are looking for, particularly much later in their career. If you’re earlier in your career, you may be willing to take a job that offers more learning opportunities versus near-term compensation. They want to have real connections with their coworkers and their managers they want what they’re doing to have broader purpose they want to be fairly compensated. That’s what’s most important for everyone.Īt some level, people are people. While we found a lot of interesting nuances, in the end there’s not much difference between generations at work.īryan Hancock: At some level, people are people. In our research, we looked at potential differences from a generational standpoint, but then we went further and looked at life context: Are these workers parents? Are they caring for their own parents? And so forth. But are we really all that different?īill Schaninger: The headline is that we’re remarkably similar.

Lucia Rahilly: At some point or another, most of us have marveled at behaviors attributed to generations other than our own. This transcript has been edited for clarity and length.

#Generational slang how to

On this episode of the McKinsey Talks Talent podcast, talent leaders Bryan Hancock and Bill Schaninger talk to global editorial director Lucia Rahilly about new research on generational preferences at work: what’s myth, what matters, and how to manage the new multigenerational team. If you’re like many of us, your workplace comprises members of four, possibly even five, generations-and attention to age-based differences is mounting.