Current workforce challenges

- Since 2016, when millennials overtook baby boomers as the largest generation in the workforce, we've seen seismic shifts that we've been rocking and rolling with ever since. In this lesson, I'll point out the structures, attitudes, and policies that built the current workforce. I'll also describe some key concerns younger generations have so that you can not only recognize the shifts and resistance but understand the changes you need to make to your workplace to mitigate these concerns. Baby boomers and the traditionalists who came before them designed, built, and primarily influenced all or most of the institutions we have in place in the U.S. I'm talking systems like corporate, education, criminal legal, medical, healthcare, politics, and the list goes on. These system builders, predominantly white, upper class men, and now significantly older than many of their workmates, are currently feeling the pushback from their younger, more diverse and, as research shows, less trusting colleagues. Traditionalists are characteristically loyal, formal, and hierarchical, and they value sacrifice and hard work. This makes sense when you realize that half of these men served in the military as opposed to only 1% of our population today. And the systems they've built reflect these attitudes. Think the 8:00 to 5:00 work day, professional attire, respect for authority, and company loyalty. Their baby boomer co-builders are commonly cited as being independent, achievement-oriented, and competitive. It's important to note here that baby boomers inherited their dominance based on their sheer numbers and the era of economic expansion into which they were born. Their solid economic footing was supported by the social and economic programs traditionalists started, like federal aid for children, the poor, and other dependent people, and programs like Social Security and Medicare. An attitudinal concern that younger generations must contend with is that not all baby boomers currently support the social services and inclusive practices that they and many others in their cohort benefited from. This selective amnesia among some who enjoyed the perks of reduced or free school lunches, educational grants and scholarships, low-interest college loans, and much lower college tuition rates rubs younger generations the wrong way as they often hear or feel from their baby boomer colleagues some version of "I pulled myself up by my bootstraps, and you should do the same." So here are three other legitimate obstacles that younger workers, particularly millennials and Gen Z, are pushing back against. They're leaving college was substantially more debt than any older generation. 42% of all 18 to 29 year olds have student loan debt, and millennials carry the largest burden with an average loan of $38,877. Depending on their industry, some are facing more limited job opportunities. The market and economic forces impacting some organizations today have resulted in jobs lost, empty positions left unfilled, and compensation not kept pace with inflation. Additionally, their fresh ideas, diverse experiences and perspectives, and their healthier work-life balance attitudes are not always welcome in the old systems. They're often thought to be selfish and unwilling to work hard and to commit. Ironically, each of these characteristics are common responses to not receiving proper training, and feedback being unheard, or having ideas dismissed, or otherwise being stigmatized in the workplace. The truth is that younger generations want what all generations want from work, a meaningful, purposeful professional growth experience where they're adequately compensated and feel appreciated. They just have a different idea about how to accomplish this. Plus, they're more confident about asking for what they need earlier in their careers, and they have fewer qualms about leaving a workplace that doesn't provide these opportunities for them. So start now to make your workplace an engaging and inclusive environment for all. Include more coaching and development, respect ideas before hierarchy, offer more flexibility in your policies and protocols, like flexible hours and more remote working, and provide more feedback and transparency, and you'll be well on your way.