There has been much discussion about the newer generations, who, in some people’s opinions, are perceived as neither hardworking nor engaged – a notion that bothers me a lot. However, this is not about a competition between the generations to determine “who is the best”. There are good and bad professionals in every generation. That is a fact! The real discussion should focus on different interests, opportunities, and how the current landscape influences these professionals. As a Gen Xer and a people leader for almost three decades, I have had the pleasure of working with individuals of all ages. I have worked with Baby Boomers who were full of wisdom and eager to share their knowledge. I have also worked with millennials and Gen Zs who brought creativity, energy, and passion for transforming the workplace and the world for the better. On the other hand, I have also encountered disengaged professionals across all generations. The key lesson I have learned from working with such diverse individuals is how to become a better people leader. I realized the importance of being flexible and tailoring the relationship based on each team member’s style and needs. The major difference that we all need to recognize is that each generation has distinct interests and opportunities. While I don’t intend to generalize or fit everyone into strict generational “buckets” (thankfully, diversity exists within each generation), certain societal trends are undeniable. For example, in my parents’ generation, fathers were traditionally responsible for bringing “food to the table” and protection to their family, while mothers managed the household and raised the children. In contrast, my generation values partnership; spouses share responsibilities at home, and most of the time, both partners are employed full-time. Many of us were raised by our Baby Boomers parents who encouraged us to study hard and get a good job in a big organization, often at the cost of work-life balance. Millennials, on the other hand, were born into the internet era, with a global reach at their fingertips. The same applies to subsequent generations, who have the power to access an entire world of data and information and a diverse array of career options, many of which didn’t exist before. This gives them a competitive advantage: they have choices. For businesses to attract and retain Gen Z, Alpha, and Beta professionals, leaders must rethink workplace dynamics and make significant changes. The question of how to maintain these newer generations will be critical to the future success of businesses. By Erika Molina comes to the market with a new approach, experienced in transforming your business and leadership to success. Let’s talk about that. I would love to hear your opinion and exchange experiences: here in LinkedIn comments/messages, or email me at erika.molina@you-p.io. https://www.linkedin.com/pulse/how-retain-gen-z-alpha-beta-companies-erika-molina-h9muc/?trackingId=c%2FX94Nf6Q6itnbHcMGkZcQ%3D%3D
