1. Mind the Gap: considerations for developing the multigenerational workforce Dr Kerry Jones Nottingham University Hospitals

2. Context and background

4. Jones, K. Warren, A. Davies, A (2015)

5. Demographic

6. One size fits all retention strategy?
Generational cohort assumes that a group of people have similar birth years, history, and shared life experiences, have similar attitudes, emotions, beliefs, values, and preferences towards work and career (Arsenault 2004)
It is important to note that broad descriptions of any generation are stereotypes and should be considered a general guide to understanding only (Lower 2008)
We are all individuals. However, stage of life and the socio-economic context that informs our priorities, decisions and choices may be similar to others in our age cohort

7. Extremely hard-working Adaptable and resourceful
Self reliant
Extremely hard-working
Adaptable and resourceful
Idealistic and competitive
Rebellious tendency –not afraid to challenge
Motivated and driven by career progression
Define self-worth by work and accomplishments
Imbalance between work and family

8. Highly educated, able to problem solve and multi-task
Prefer structure and direction
Practical, independent self-reliant
Work for own gratification, own personal achievements and rewards
Entrepreneurial traits, innovative and adapt well to change
Loyal to careers and employers
Do not respond to micro-management

9. Technology influences everything Education is more self-directed
Thrive on instant gratification and refer information to be delivered in rapid sound-bites
Ambitious but want more flexibility
Pragmatic and individualist
Open-minded and more tolerant of others – expect diversity around them
Technological multi-taskers, everything should be interconnected

10. Career, but not at any cost Feedback Recognition (Team-player)
Gen Y
(21-35yrs old)
Hard-working
Family orientated
Career, but not at any cost
Feedback
Recognition
(Team-player)
Taught to question everything
Ambitious
Career-motivated- expect support to achieve
Less bound to role or employer
Nurtured
Are less motivated by money than purpose
Mission driven- want sense of accomplishment
Like to be loved
Valued
Recognised
Reputation important
Work with you- not for you

11. Mind the gap
Clear, structured career development and progression pathways
Care and support (personally and professionally) from leaders and teams
Feedback, guidance and developmental support
Team spiritedness – to be accepted, valued and appreciated
To be engaged in meaningful work – to make a difference
Flexibility to achieve work-life balance
To be supported and enabled to meet the expectations of the patients and public (to have the resources to deliver quality)

12. The Conundrum

13. Developing a sustainable and resilient workforce?
Considering new perspectives on career and motivation needs
Supporting and developing those who support others
Support and flexibility to keep baby boomers working longer
Developing a sustainable and resilient workforce?
Gen-gagement – [recognising the needs of all generations in the workforce, creating an environment that supports them to: deliver in line with their potential; remain motivated; have a sense of wellbeing; remain in the workforce] Jones 2016
Keeping me working longer too!

14. Further information www.HEE.nhs.uk/WM/narrowingthegap
@KerryJo8888