Baby boomer generation x y z. X Y Z - theory of generations. The main disadvantage of generation X is

We live in the 21st century - the century high technology And rapid development. The world around us is changing, and transformations are affecting all areas of our society. Some people strive to keep up with innovations, while others, on the contrary, adhere to a conservative position. What behavioral strategy a person chooses in changing conditions often depends not only on personal beliefs, but also on factors such as social environment, upbringing, and generational affiliation.

The problem of “fathers and sons” has existed in our world for a long time, and the issue of mutual understanding between generations is regularly raised in various literature, both artistic and scientific. And in modern world The gap between generations is becoming more and more noticeable, as the conditions under which representatives grow up and are brought up are radically changing. different generations. This undoubtedly has a significant impact on their values and attitudes: people’s thinking, lifestyle, and people’s attitude towards rest and work changes.

Many argue that representatives of different generations have difficulty understanding each other, because they grew up in radically different conditions. It is believed that the younger generation that is now entering the labor market has different work values, different job requirements and different expectations.

But do different generations really differ significantly from each other when it comes to work values? Let's answer this question by considering modern research on this topic.

X, Y, Z - who are they?

In 1991, American scientists Neil Howe and William Strauss published a book on the theory of generations, in which they described their ideas that approximately every 20 years a generational change occurs in the world, people with new values, a new mindset, who have different life trajectories.

IN lately generational theory has gained popularity, and we can often hear references to generations X, Y and Z, which are at the moment are the most active workers and consumers of economic goods and services.

What are these generations? What makes them different from each other? Let's try to figure it out.

Defining generational boundaries is not an easy task. Some scientists establish them based only on time periods, that is, starting from the year of birth, someone focuses on similar values and attitudes, common conditions of upbringing. It is worth noting that the process of determining generations is greatly influenced by social, cultural and economic conditions, which can vary greatly in different countries. Any turning point that affects the process of social development can occur in different countries with a difference of decades. For example, the wide spread of the Internet occurred in America in the 90s of the last century, and in our country it began only in the new millennium. It is obvious that such significant events influence the development of society and draw boundaries between generations.

Thus, the boundaries of generations X, Y and Z are not defined stably and vary somewhat depending on countries and the approaches of scientists. So, let’s determine the main characteristics of representatives of generations X, Y, Z.

GenerationX is the generation of people born after 1965. The upper limit of the generation varies among different authors, some scholars set it at 1976, others say 1980 or 1984.

American scientists speak of the people of this era as “ lost generation" At that time, the “era of divorce” had begun in America, and this family event had a great impact on many people. In Russia, members of Generation X came of age during the years of perestroika, and this era had an important impact on the formation of personalities. Characteristic of generation X high level skepticism, social and political indifference, lack of initiative, but at the same time, they are a very educated and literate generation. Compared to the previous generation, which was accustomed to working together, Xers are focused on hard work and individual success. They are accustomed to building their career throughout their lives, gradually moving in the chosen direction.

GenerationY, also called the online generation or the millennial generation, were born from approximately 1985 to 1995. A characteristic feature of this generation is the widespread use of the Internet, pop culture, mobile communications during their growing up period, which had a great influence on their values and attitudes. Greeks are used to being constantly in touch; communication, collaboration, and cooperation are important to them. They are not ready to spend their whole lives in one place, they strive for variety of work, therefore they are ready for training and retraining throughout their lives. Players are characterized by greater flexibility, they quickly adapt to changing conditions, but at the same time, they change the conditions themselves, they are ready to dictate their own rules if they see what it will bring great benefit and will increase efficiency.

There are other points of view, some argue that players are accustomed to consuming: information, pop culture, products. They do not want to start working, they do not want to grow up, they are characterized by the “concept eternal youth" and constant narcissism.

GenerationZ– these are people born between 1995 and 2010. Now representatives of this generation have not yet entered the labor market, so it is still difficult to talk about their work attitudes and values, but some can be noted characteristic features. Representatives of Generation Z grew up surrounded by modern technologies, they are less sociable than the previous generation, more focused on themselves, their own world. Because of this, some scientists call this generation “Generation MeMeMe,” emphasizing their focus on their own thoughts and feelings, rather than on other people. Due to the development of electronic technology, the Zetas are accustomed to visual perception information. This makes it possible to assume that over time, new ways of learning and new work technologies will appear on the market, which representatives of Generation Z will bring.

Let us note once again that the boundaries of generations are conditional, so, for example, a person born in 1995 will be closer to someone born in 1994, that is, a representative of another generation, than to someone born in 2005, a representative of his generation. Therefore, scientists note that the boundaries are calculated with the assumption of +- 3 years, and for people at the junction of generations, features of both are often characteristic.

Comparison of work values

Many domestic and foreign sociologists have studied labor values in the modern world, but it is worth noting that none of them divided the population under study into generations X, Y and Z, perhaps because such a division is very arbitrary. In addition, there is a problem of lack of information about the work values of generation Z. The fact is that at the moment representatives of generation Z are from 5 to 20 years old, and mass surveys usually cover the population from 18 years old, which is why there is no relevant information about work values yet and beliefs of this generation. Therefore, we will determine the differences in the labor values of generations X and Y.

So, let’s look at what work values are typical for representatives of Generation X.

According to research by V.S. Maguna, for representatives of this generation the main labor value is good earnings. In addition, the interest of the job and the reliability of the place of work are of great value. Other researchers also confirm that high earnings occupy a dominant position in the pyramid of labor values.

Is it possible to say that commercialism is the main trait of the X's? I think that such conclusions will be hasty and unfounded. A.N. Demin argues that in the minds of generation X, the prestige of work is invariably associated with high wages. Money is not an end in itself, it serves as a means to satisfy needs and is instrumental in nature, contributing to the achievement of a high position in society.

In general, it can be assumed that the desire for financial well-being and the desire for a reliable job may be a consequence of the changes taking place in the country in the 90s. Go to market economy, the instability of the economic situation in the country, the 1998 crisis - these events could have a significant impact on people’s work attitudes.

In addition to the above values, common responses about important characteristics of a job include the opportunity to contribute to society, the ability to manage one's own time, and a desire to match the job to one's competency level. We can say that by the end of the 90s, a transformation was taking place in the consciousness of Russians, which was a consequence of the transformation of society. People are becoming freer, they want to have more independence and space for action, in addition, they want to benefit not only themselves and their family, but also other people. In society, previous boundaries are being destroyed and restrictions are being lifted. If earlier, in Soviet era, too much big earnings was considered suspicious, and starting one’s own business was condemned by society, now work becomes free from conventions and strict rules. Naturally, in such conditions people strive for greater realization of their capabilities and want to earn as much as their level of knowledge and skills allows.

Carol Zhurkiewicz says opportunity is important to Generation X personal growth. However, domestic researchers do not confirm this. This difference can be explained by the fact that societies develop at different rates, so labor factors that were important in America 10 years ago are only becoming important in our country now.

Do the work values of Generation X coincide with the values of their “followers,” Generation Y?

Good wages also remain top priority for the generation of players. The following positions are the opportunity for career growth and the opportunity for self-realization, which was not in the responses of the X-generation. Work continues to be perceived by people as a means of achieving success, a path to taking a worthy position in society. But now important role not only plays material wealth, but also other components of work - self-realization, position in society.

In addition to wages and self-realization, the generation of players places high demands on the quality of work: they need good conditions work, social guarantees, work ethic.

This is a significant difference from the previous generation, whose representatives did not list these values as priorities. This means that the labor values of the Y generation, which were formed in completely different economic and political conditions than the values of the Xers, are to some extent different from each other. The new generation is developing positive attitudes towards work, they are ready to work, improve their knowledge and implement their skills, this predetermines high expectations for decent wages and high-quality working conditions.

But can we say with confidence that differences in the work values of different generations really exist?

I believe there are no such guarantees, since the difference in responses may be due to differences in the methods of collecting information, for example, differences in questions.

In order to avoid this inaccuracy, let us turn to the study “Youth new Russia: lifestyle and value priorities”, conducted in 2007 and covering representatives of two generations: young people aged 17 to 26 years and older generation from 40 to 60 years.

Let's compare the answers of representatives of two generations to one question: “What requirements should a job meet that could suit you?”

The most popular answers among representatives of generation X are the following (the sum of the answers exceeds 100%, since it was possible to select an unlimited number of answers): well-paid job (87.2%), interesting for me (60.0%), with good working conditions ( 42.4%). The least important were career opportunities and prestige.

For representatives of the Gamer generation, the answers were distributed very in a similar way: good pay (84.9%), interesting work(63.5%), good working conditions (29.0%). At the same time, the least popular answer for this generation is non-tiring work.

It is noteworthy that the top of the hierarchy of values is the same for representatives of the two generations, although the percentage of answers is slightly different. However, it is noticeable that other values differ in importance for representatives of different generations. Thus, representatives of the Y generation have a greater focus on professional growth and a desire for creativity in the profession, while the X generation wants to be useful in society, but at the same time they want work to leave more free time, and do not strive for career growth.

It is difficult to say whether such differences are caused precisely by belonging to different generations, that is, by the conditions of upbringing and socialization, or whether they depend only on age. Naturally, by the age of 50, a person has most likely already advanced career ladder and achieved a high position if he aspired to it. That's why this direction ceases to be a priority for him, and other values come first, such as free time, in order to spend it with family. The younger generation has unfulfilled ambitions, so they strive for advancement and career growth.

Conclusions

So, generations X, Y, Z do not have clearly defined boundaries, but differ from each other in their upbringing, values, and perception of the world.

The work values of generation Z have currently been practically not measured by scientists, since this generation is mainly still receiving education and has not entered the labor market as active workers and consumers. Measuring the work values of this generation seems important task for modern sociologists, since they will soon become the main workforce of the country.

The main labor value for both generation X and generation Y continues to be high wages, however, this is rather not an end in itself, but a means to achieve other goals, such as prestige, respect in society.

The work values of generations X and Y are somewhat different; the players strive for self-realization through a profession, for more creative work In addition, they claim good working conditions, but for Xers it is important to have more freedom.

It is important to note that the topic is not well researched at the moment, but it has great value. The world is changing, the labor market is transforming, and it is necessary to take into account the needs and demands of younger generations in order for work to be more effective and the potential of younger generations to be realized in work.

Infographics: Natalya Sidorova

Photo source: http://www.atlantarealestateforum.com/wp-content/photos/2010/08/three-generations.jpg

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In 1991, American scientists Neil Howe and William Strauss created the theory of generations. According to it, every 20–25 years a new generation of people is born with character traits, habits and characteristics that set them apart from everyone else and are then repeated in future generations.

Having studied in detail the work of scientists, website I’m ready to talk about the last 4 generations that we often encounter today.

Howe and Strauss gave a name and compiled a description for each of the generations starting from 1433. However, we are interested in representatives of the last four generations, whom we often meet today and who can easily fit into one conventional family: the youngest - Vanya ( generation Z), his older sister ( generation Y), Vanya's dad ( generation X) and grandmother ( generation "Baby Boomers"). Let's tell you more about each.

Generation "Baby Boomers"

Dates of birth: from 1943 to 1963

Grandmother is 72 years old. She goes to the pool several times a week, visits spas, and bakes incredibly delicious pies, feels energetic and healthy.

Grandmother's generation is called "Baby Boomers". It received this name due to the post-war surge in birth rates. Representatives of this generation have a high level of patriotism. These people are optimists, they are characterized by team spirit and collectivism. It is important for them to help each other, to work together and together.

They can do almost anything handmade: They cook, sew, fish well, are educated and knowledgeable in many sciences. Many of the boomers are active, going to fitness centers, mastering gadgets and traveling. And, we repeat, they are distinguished by enviable health and energy.

Generation X

Dates of birth: from 1963 to 1984

Dad is 47 years old. He works in a famous construction company for more than 20 years. He started from the lowest position and now holds the post of deputy director. He is hardworking, responsible, and likes to do all the difficult work himself.

Vanya's dad - bright representative Generation X Generations of singles focused on hard work and personal success. These are people who, from childhood, were accustomed to being independent: they did their homework themselves, got ready for school, prepared their own lunch, and did most things without outside help.

Generation X people tend to They are distinguished by global awareness, technical savvy and independence in almost everything. Most often, they prefer to work for 30–40 years in the same organization, gaining experience and rising from the lowest level to supervisors and directors.

Generation Y (or Millennials)

Dates of birth: from 1984 to 2004

Vanya's older sister is 23 years old. She studies abroad, has thousands of followers on Facebook, and often visits new cafes, parties and creative exhibitions with friends. She is a member of Generation Y, or Millennial.

Millennials are people who are often referred to as the “social media generation.” External environment The world around them has changed incredibly quickly, which is why millennials are not like their parents. Prestigious job and career growth not for them. They are not ready to work for one company for many years; they prefer a flexible schedule and immediate reward for the work done.

The speed of technology development is growing, so we can only assume that the next generation will be even smarter, will adapt faster and will completely get rid of all racial, ethnic, gender and other stereotypes in all areas of life.

Generation X, generation Y, generation Z - these expressions often appear in articles by sociologists and demographers, personnel officers and marketers. What do these letters mean?

For the first time, two people spoke about the peculiarities of age differences in 1991 - US researchers Neil Howe and William Strauss. They created a theory that was based on differences in the values of people of different generations. These differences have been studied, as well as the reasons behind them, for example, the economic and political situation, technological development society, etc. Some time later, the theory began to be applied in practice, because she has proven to be very effective in the business field. Today this theory is used more and more often.

Representatives now live in Russia next generations(years of birth are indicated in brackets):

The Greatest Generation (1900-1923).
The Silent Generation (1923—1943).
Baby boomer generation (1943-1963).
Generation X (“X”) (1963-1984).
Generation Y (“Igrek”) (1984-2000).
Generation Z “Zed” (since 2000).

Scientists note that the boundaries are calculated with the assumption of plus or minus 3 years, and for people at the junction of generations, features of both are often characteristic.

Post-war generation. Photo from the site dochki2.tmc-it.net

Baby Boomers

Baby boomers are people born between 1943 and 1963. The generation received its name due to the post-war surge in birth rates. Events that had greatest influence on the formation of the values of people of this generation - this, of course, is a victory in the Great Patriotic War, the Soviet “thaw”, space exploration, uniform standards of education in schools and guaranteed medical care.

They grew up in a real superpower. These people are optimists, team-oriented, collective people. Best sport for them it’s football and hockey. Best vacation— tourism. They greatly respect curiosity in other people. Now representatives of this generation, the “boomers,” are quite active, go to fitness centers, swimming pools, master new gadgets and the Internet, and travel to other countries as tourists.

Currently, most baby boomers are retired, although there are some who are still working. A distinctive feature of this category of people in Russia is good health and enviable endurance.

Generation X. Photo from pikabu.ru

Generation X

Generation X are people born from 1963 to 1983. Generation X is also called lost or unknown generation. They grew up against the background cold war, deficit, the beginning of perestroika. Many X's grew up in single-parent families, and working parents allowed them to lead independent life. This generation is often called “”. IN political life Xs are less active due to their individualism and are less patriotic than their fathers.

Their distinctive features are the ability to rely only on oneself, alternative thinking, awareness of what is happening in the world, willingness to choose and change. By and large, the people of this age category are loners who are focused on hard work and achieving individual success. They move through their careers throughout many years, adhering to the chosen direction.

Generation Y

The “autumn” generation Y, which was born from 1983 to 2003, grew up against the background of global upheavals: the collapse of the USSR state, terrorist attacks, epidemics. But the passage of time has introduced new symbols - the rapid development of information technology. Thanks to the Internet and cellular communications, the generation of players received the nickname “generation thumb", for his ability to type SMS with the finger of one hand.

Players can easily communicate with strangers online, but in real life experiencing communication problems. In the virtual world, players create their own ideal world, where their rules and laws reign. Therefore, the generation is distinguished by great naivety and ignorance of the realities of this world.

Players don’t like to start their professional growth from the lower levels; they want to receive awards and high fees right now, just for being there. At the same time, they strive to achieve professionalism in several areas at once and strive to receive diverse information, which is a plus in the modern world.

Generation Y jokes

We were born - the USSR collapsed, went to school - default, entered university - a crisis began, found a tolerable job - the end of the world. Just a generation of lucky ones.

Generation Z

Those born after 2003 belong to generation Z. They saw the restoration of the power of our country, cheered for our winning athletes at the Olympics and world championships. Their school has computers, renovations have been done, the courtyards are clean, new playgrounds and sports complexes have been installed.

Representatives of generation Z actively use tablets, iPads, VR and 3D reality. The term “Generation Z” is often considered synonymous with the term “digital native.” Generation Z is interested in science and technology (for example, many representatives of the generation are expected to work in engineering, biomedicine, robotics), as well as the arts. The generation is expected to be frugal and to lead healthy image life.

Generation Z jokes

When I was a child, I was not accepted as a Padawan, at the age of 10 I did not receive my first Pokemon, at the age of 11 I did not receive a letter from Hogwarts... If by the age of 33 my uncle does not give me the One Ring or at the age of 50 he does not knock on my door wizard, I'll stop hoping and go look for a job...

Generationnext

If we follow the theory of Strauss and Howe, the generation that will replace the zeros (representatives of this generation will begin to be born in 2023-24) will be the generation of Artists, the “new silent generation.” We cannot predict exactly what it will be like, but we can remember what the previous one was like. Here's what the Times wrote sixty years ago: “Waiting for the guiding finger of fate, today's youth work tirelessly and without complaining. Most amazing fact in this young generation it is their silence. With very rare exceptions, you won’t see them in the stands... They don’t write manifestos, don’t make speeches, and don’t walk around with banners.”

Just like for the silent ones of the twentieth century, for the “new” ones the main values will be collective values ( social media will play an important role in their lives); they will probably work a lot, and in their free time go into virtual worlds, not just books (like 100 years ago), but computer games.

They say the future is just around the corner, where the expression " office worker"will disappear from everyday use. Every year more and more people are looking for remote work, more and more employers are looking for an effective team that will work from different corners land. Colleagues from EnglishDom shared their HR lifehacks: they told what they pay attention to when expanding their remote team of employees and how the “XYZ Generation Theory” makes their life easier and their work more efficient.

Source: photogenica

The “Theory of Generations” was developed by Americans William Strauss and Neil Howe. Their first book on this topic, Generations, was published in 1991. Next book"The Fourth Turning", published in 1997, developed the theory. The authors wrote about a four-part generational cycle and repeating patterns of generational behavior in US history. 3 last generation, described by the authors, received the following names:

"Generation X" - people born in 1961-1981)
"Generation Y" or "Millennials": 1982-2004
“Generation Z” are people born after 2005.

Despite the huge layer described by the authors - they traced the history of generations since 1584, it was the last three generations of “contemporaries” that caused the most discussion. They are studied, evaluated, and formulated what unites people of one generation and distinguishes them from representatives of another.

At EnglishDom, over ten years of work, we have become convinced that the effectiveness of a team does not depend on the number of hours an employee spends in the office. It's all about an individual approach and motivation. Since our team works remotely, the issue of effective motivation takes on special importance. EnglishDom HR specialists, analyzing applicants, came to the conclusion that the most effective tool for recruiting employees for remote work is the “XYZ Generation Theory”. The theory is based on the difference in values of people of different generations.

Due to the diametrically opposed factors of each generation, it is erroneous to evaluate applicants on a single scale. Therefore, the main task is to select professionals taking into account the characteristics of each generation. Taking these differences into account, a system of personnel assessment, selection and motivation has been developed:

Generation X

Motivation:

integration into corporate culture
stability and confidence in the future
clear knowledge of all the details of your work
opportunity for learning and personal growth
fixed salary

Generation X employees are valuable for their fundamental knowledge and experience.

What we offer:

permanent employment
high salary
training opportunities for further career growth
the opportunity to use modern developments and technologies.

In our team, representatives of this generation make up no more than 15%, mainly in the field of teaching.

Generation Y

Motivation:

monetary reward
lack of bureaucracy in the work process
high-tech equipped workplace
introduction of new technologies in the company
workflow optimization
lack of dress code and corporate etiquette

What we offer to generation Y:

the ability to work in a format convenient for them
work from anywhere in the world
free schedule
minimum formalization, reporting and bureaucracy
horizontal communications
We do not put subordination “at the forefront”

The representatives in our team are the majority. It is these employees who move and develop the company in which they work.

Our HR specialists consider the summer lull to be a particularly successful period for searching for talented employees. Right now they are most free from work and study. Valuable employees can be found both among qualified and experienced professionals and among students. It is worth dwelling in more detail on the features of attracting students to the company.

Humanity has evolved, changed, developed; it was different and unstable. In this socio-anthropological dynamics, only a little remained unchanged, namely the presence of values - people had them, have them and will have them. Based on the owner’s values, managers create and develop companies and attract employees who share their ideology. Values add meaning to life, we react to them when we make choices, we focus on them.

“The Theory of Generations” is a convenient, understandable and easy-to-use tool in work (not only for HR managers), communication, and life. The theory does not need to be thoroughly studied - it simply summarizes the knowledge and experience that everyone receives throughout life.

VALUES AND CHARACTERISTICS OF GENERATIONS

Silent Generation / (born 1923–1945)

Devotion
Compliance with the rules
Law and order
Respect for position and status
Sacrifice
Subordination
Honor
Patience
Economy
Religiosity (cf. party affiliation for Russia)

Boomer Generation / (born 1945–1965)

Idealism
Optimism
Image
Youth
Health
Job
Team orientation, personal growth
Personal reward and status
Engagement
Excellent characteristics
Media professionals
Emphasize gender attractiveness
Nostalgia and religiosity

Generation X / (born 1965–1984)

Changes
Choice
Global awareness
Techno-literacy
Individualism
Survival
Lifelong learning
Informality
Search for emotions and fear
Pragmatism
Self-reliance
Unisex
Equality

Generation Y / (born 1984–2000)

Changes
Optimism
Sociability
Self Confidence
Diversity
Subordination
Street orientation
Immediate reward
Civic duty
Morality
Achievement
Naivety
Pro in technology

The teaching is based on a value approach. Since childhood, on a subconscious level, we know how to motivate representatives of different generations, how to convey information correctly - we not only know, but also do. "Generation theory" helps to translate intuitive knowledge into a conscious system and apply it in communication, choosing the right way and a channel for conveying information (in diagrams, instructions, in live communication), monitoring the work done, and motivating staff.

The Silents, Boomers, X's and Y's

The theory of generations was created in the 90s of the 20th century by American scientists - historians and sociologists Neil Howe and William Strauss. They moved away from the traditional interpretation of differences based solely on age and characterized generations based on deep values. As a result, the following classification of the 20th and later 21st centuries emerged: the Builders Generation (GI), the Silent Generation, the Baby Boomer Generation, Generation X (also called the Thirteenth), Y (“Millennium”, or the Network Generation) and Generation Z , whose representatives have only recently been born.

The theory of Howe and Strauss was created in the USA, and the Americans laid out their history, generations before the creation of the American state. Having become interested, scientists and business practitioners began to test the adequacy of the hypothesis for other countries - in South Africa, Canada, Europe, Asia - and found that the theory works! With certain modifications on very different continents, generations and their values are similar. Except that sometimes there is a delay in the emergence of the same generation (as, for example, in South Africa).

Every four generations constitute a cycle. The duration of one cycle is approximately 80–90 years. Then the repetition begins: the fifth generation has values similar to the first. Accordingly, representatives of Y are similar to Winners, Builders. By the way, the latter actively participated in the revolution in Russia, and then launched rockets and built the first cities. Will this sense of omnipotence manifest itself in the current generation as they grow older?

How to use the "Theory of Generations" in HR?

Now the labor market is represented by generations Boomers, X, Y. What are typical situations their interactions?

Situation 1: The struggle for managerial positions between the Boomers and the upcoming or already occupied management positions by the X's is quite clearly evident. What does it mean? Baby boomers, a generation of optimists and idealists, began to retire. But it is very difficult to give up their positions - they try to remain active and “the best” for as long as possible. Moreover, these are workaholics - it is difficult for them to imagine themselves, their life outside of work. And generation X, with their principle “our whole life is a struggle,” is increasingly, and sometimes aggressively, displacing Boomers from management positions. Two bright generations – two bright, clear positions.

How does the change of managers affect company employees and HR?

A change in management values means a change in approach, goals and strategy. When changes manifest themselves in a complex manner, it is important to react correctly and quickly yourself, change technologies and methods, adapt, and sometimes change personnel.

Boomers have established their own principles and rules in the company, and employees live in accordance with them: long working hours, gradual climb up the career ladder, emphasis on certificates and training, all emotions outside of work. What are Gen Xers introducing? The emphasis shifts to practical experience person is hallmark, which many are already focusing on. For Generation X, it is important to be not just the best, but also unique and special. They understand that emotions and relationships help in business, so they continue to test relationships at work and actively implement corporate cultures.

Some changes have already taken root: while the Boomers actively promoted the formal style of dress at work, the Xers have already received their informal Friday at appearance(Friday casual). Will the general trend towards informality increase?

Situation 2: The working age of the younger generation Y occurred during a period of demographic decline in Russia and economically developed countries, increased migration and increased attention to the issues of attracting and retaining talented employees.

The players grew up in an era virtual world, computers, digital technologies - their technoliteracy is of a completely different nature than that of previous generations. They are focused on quick results and are not willing to wait long for rewards; they adapt easily. At the same time, world-famous companies and brands are less important to them; they are interested in places, things that more reflect their values, personality, characteristics. Previous generation X also values individuality, but for them this is a matter of principle, a kind of demonstration to everyone of their strengths and capabilities. For Igreks, individuality is the norm, especially in conditions of the widest choice. There is no need to prove it, there is no need to take risks for it. These employees understand that often it is not the company that chooses them, but they choose because demand in the market exceeds supply, and in general “because they just want to choose for themselves.”

By the way, generation Y is not so greedy for money. This must be taken into account when creating motivation programs and developing training mechanisms. Now they are ready to learn, they consciously move to subordinate positions, and they are often looking for not just a teacher, but a Teacher with capital letters, a mentor with whom they will communicate individually. The players are talented, but in addition to talent, issues of responsibility for the company, for the region, for the country - moral and ethical values - are important to them. Do you use this factor in your company? What do you, as HR, give? to the younger generation Y? Are they ready to stay with you? Please note that people started talking about managing talented employees at the junction of generations X and Y. The former are now at the Artist stage, and the latter are in the transitional stage from Hero to Wanderer. Symbolic.

As a result, “THE THEORY OF GENERATIONS” IS:

Convenient practical guide, which is increasingly aware of its role in personnel management. As a result, everyone speaks a convenient and clear language. And understanding is in many ways the key to partnership.
This good tool to plan the company's personnel needs and predict issues that will be encountered in HRM.
This is a guide when choosing channels for conveying information to representatives of different generations and building a system of communication and motivation.
This is a way to form values and corporate culture taking into account the characteristics of different generations.