The End Result Blog

As a learning and development professional, I’ve been discussing for years the impact of the multi-generations in today’s workplace and the effect this is having on organizational culture. 2011 is a pivotal year as it marks the first eligible group of Baby Boomers, those turning 65, who will become eligible for Social Security as well as Medicare. Retirement for this 80 million strong generation is conflicting on many levels. Boomers perceive themselves to be as,  Rod Stewart sang, “Forever Young” so conventional retirement may not seem appealing as it implies aging. Many have not saved enough money to retire in a style they have become accustomed to enjoying. Yet, having the Medicare option can greatly reduce the overwhelming cost of health care, another potential obstacle that could be removed allowing….

The short answer is that these feedback–driven, inquisitive digital natives want opportunities to learn, they seek ways to build their skills and expand their experiences, they are committed to contributing and desire to be included in decision-making and brainstorming as their careers move quickly along.  As the knowledge economy, the set of industries and jobs that depend on the production, distribution and consumption of information becomes mainstream, Millennials are well suited to these new expectations. What gets in their way are old systems, old ways of doing things and the “don’t fix it if it ain’t broke” mentality. As an HR professional who has studied this generation and developed tools and resources to engage and retain Gen Y, my Millennial optimism comes from: this generations global perspective; their enormous capacity….