The loss of the largest generations to retirement – known as the Baby boomers or “Boomers” which refers to people born between 1946 to 1964.  This loss also includes the smaller exodus of Generation X   which refers to people born between 1965 to 1980 to from corporate. Yet, the GenXer’s remaining are now the generational party in charge of the corporate world.  However, they are also the generation that helped raise Millennials (people born between 1981 to 1966)  and Zoomers (people born in the late 1990’s and early 2000’s). What makes this dynamic interesting is what GenX generation is willing to tolerate with their own children, is not what they tolerate from their coworkers. This creates a great divide in the workplace.  The millennial generation of workers were primarily reared by academics. Yet we now realize that academics got it partly wrong (which is not all their fault.  Corporate studies have revealed deep concerns about the loss of practical and interpersonal skills in the younger generations. This can be partially blamed on the myopic academic focus toward creating only STEM (Science, Technology, Engineering and Mathematics) workers while veering away from the skillsets acquired from vocational subjects like Home Economics and Shop which teach practical life skills.  Because of this redirection by academia, young people who are not interested in STEM studies often look toward the arts.

So how does the corporate world cope with this newer generation, which contrasts with even their closest predecessor in age, the Millennials.   The vast majority (of course not all) of Millennials became known for their habit of job hopping. This proved that the corporate world barely understood Millennials. Now they are faced with tailoring their workplace to an entirely different generation. It is important for organizations to stay abreast of the changing workforce and be in tune with their workers’ personal goals and aspirations.  The generation of latch key children are now grown. They watched their parents become overworked and overstressed at jobs that did not appreciate or accommodate the needs of their families. The younger (now grown) generation has changed the playbook.  They prioritize experiences and not possessions.  They are minimalists and not collectors of “things”.  They realize the importance of time with their families, and they place a monetary value on it.  They do not succumb to the rat race or being chained to a hamster wheel where all they do is work, eat and sleep.

This course will provide important information and techniques that will equip people in corporate leadership positions in differentiating between the multi-generational workforce.  It will also help managers acquire basic knowledge about the emerging Zoomer generation. This course will also demonstrate where this younger generation aligns and diverges while providing tips on how companies can attract and (more importantly) retain them. Implementing and following through with the techniques offered in this course will result in lower turnover rates and higher corporate savings. In today’s employment and economic environment, retaining workers – especially generational workers with anxiety and performance issues – is necessary for profitable growth.

Areas Covered

Who Should Attend

Why Should You Attend

Today’s employers are experiencing a very critical time in the workplace. The current landscape of the modern workforce has placed us in a situation that modern history has never experienced.  Right now, there are currently generations in the workforce. This dynamic has never been experienced in the modern workforce. These generations include the Silent Generation (people born from 1928 to 1945) an example of this generation would be Warren Buffet who was born in 1930; Boomers (people born from 1946 to 1964) an example of this generation would be Sir Richard Branson(born in 1950); Gen-X (people born from 1967 to 1980) an example of this generation would be Elon Musk who was born in 1971; Gen-Y aka Millennial (people born from 1981 to 1996)  an example of this generation would be Mark Zuckerberg; and Gen-Z (people born from 1997 to 2012) an example of this is Jimmy Donaldson (aka Mr. Best) who was born in 1998. The younger generation called Gen-Z are also called Zoomers, iGen and other names. The generation of Zoomers represents the largest emerging demographic of workers. This up-and-coming generation has begun to enter the workforce (they are now in their early 20s). Zoomers are far different from and cannot be compared to their Millennial predecessors. Zoomers learn differently, they have different motivations and they do not desire to work in the corporate world. So, it is imperative that employers understand their psychology if they are to have any hope of recruiting and retaining the workforce of the future.