UK age awareness charity, the Centre for Ageing Better’s call for employers to step up support for older workers could pave the way for greater opportunities for coaches and mentors to contribute in this arena. As the number of people aged 50 or older in employment reaches a record number, UK Government and employers should ensure that working practices cater for the needs of older people, says the charity. It urged employers to make sure they support older workers to help them enjoy a fulfilling career for longer, utilise their skills and help them save for retirement. The Office for […]
By BARBARA ST.CLAIRE-OSTWALD
Like any other generational group, Gen Y is uniquely shaped by its historical context. It is only by understanding, respecting and addressing such generational differences in the working environment, that coaches can establish a successful relationship.
There is no consensus on the exact birthdate of Generation Y (Gen Y), but various publications and research studies give it as between 1982 and 2002 (Baby Boomers: 1946-1963, Gen X: 1963-1977 and late Gen X: 1977-1982).
Each generational group has a distinct set of values: how they view authority, their orientation to the world, loyalty, expectations of their leadership and ideal work environment. Each is uniquely shaped by its historical context. These formative influences have enduring effects and bring something new to the workforce, underscoring our need to understand, respect and regularly address generational differences in working practices.
Gen Y at work
A major challenge is an apparent mismatch between what employers want – and the world can offer – and what Gen Y want to do
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