The “Stay Put” Generation

January 04, 2011

The Baby Boomers have contributed to much expatriate activity worldwide. And you already know the retirement of the Baby Boomer generation will take a sizeable chunk of the existing mobile workforce away. However, generations X, Y and Z’s have travelled extensively before beginning their career with your company, decreasing their interest in taking overseas postings. So when you’re considering your company’s role in global markets, you need to think about where your up and coming workforce fit in. 

The Generation Gap is getting wider: motivational triggers between generations are quite different. Employers are going to need a multi-faceted employment proposition that includes reward, career plan and life style features to encourage these generations to come, stay and commit to working in your organisation for any length of time.

No Longer a Job for Life and a difference understanding of loyalty. Boomers were content to work for the same organisation for their entire career, but were not always shown the same loyalty when times got tough. Because they witnessed their parents suffering because of retrenchment and redundancies, generations X and Y (especially Gen Y) do not feel obliged to remain with the same company if it does not suit their (frequently changing) plans. Organisations must therefore deal with a very transient workforce, less susceptible to traditional incentives to stay. 

As the boomers retire and Generation X form the majority of senior executives, successful organisations have worked with The Human Well to identify these trends and alter their reward programs. Isn’t it time you started planning for your mobile workforce?

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