Top 2 Initiatives for Exponential Growth

Attain Exponential Growth in Today's Marketplace

Attain Exponential Growth in Today's Marketplace

Here are two of the best deployable initiatives to integrate into the business environment to attain exponential growth in today’s marketplace.

Initiative 1: Accommodate employee differences.

Essentially there are three generations that share the workplace environment.

The Baby Boomers (1946-1964) who are quite work-centric: hardworking and very independent. The Boomers are goal-oriented and extremely competitive; often motivated by position, perks and prestige. Baby Boomers delight in long work weeks and define themselves by their professional accomplishments.

Generation X (1965-1980) tends to be more individualistic as they came of age in an era of two-income families, rising divorce rates and more educational opportunities. Gen X tends to be less committed to one employer and more willing to change jobs to get ahead than the previous generation and strives more for a balanced personal and work life.

Then there is generation Y (1981-2000), which is more family-centric and driven to back personal causes. Gen Y’s values art, stories and heroism and they are more willing to trade high pay for fewer billable hours, flexible schedules and a better balance in their work/life. Gen Y tends to be more team oriented and they appreciate being kept in the loop, seeking frequent praise and reassurance for the activities undertaken.

The goal is to take advantage of the specific abilities and attributes of each generation. From a managerial stand point trying to best integrate these varying personal and general characteristics is a struggle in many companies.  Hence many companies and organizations look to workplace training to successfully manage generational conflict in the workplace.

Initiative 2: Create workplace choices.

Workplace demographics impact organizations in many ways. Many companies in Canada are subsidiaries of larger US-based multinational that began business in this country in 1975. Over the years, these companies have grown up. Many of the buildings, facilities, and employees are aging. The changes in workplace demographics affect employee priorities. 10 years ago, hourly wages and progression increases were the top priorities. Fast forward to 2010, where pensions are the top issue for full time employees. Avery, McKay, and Wilson (2007) state that the global workforce is aging, and “41% of the Canadian working population is expected to be between the ages of 45 and 64 by the year 2021.”[1] So, companies should create workplace choices that will assist the needs of both the employer and the employee. Hire a new set of eyes that can bring in new fresh ideas to the organization.

Sources

1. Avery, D., McKay, P., & Wilson, D. Engaging the Aging Workforce: The Relationship Between Perceived Age Similarity, Satisfaction With Coworkers, and Employee Engagement, page 1542. Journal of Applied Psychology, 92(6), 1542-1556. Retrieved from Business Source Complete database. 2007.

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