The Herman Trend Alert|
April 29, 2009
New Rules for Engagement
A brand new study just released last week from the MetLife Mature Market Institute details the most important factors for engaging different segments of the workforce. Titled "Engaging the 21st Century Multi-Generational Workforce", the study indicates that employers can maximize the strength of their workforces and optimize worker productivity by using best practices, geared to the various generations. Identifying the values of the groups, the report reflects the "hot buttons" that are most effective in producing the desired motivation.
Conducted in partnership with Boston College's Sloan Center on Aging & Work, the study explores the drivers of engagement for employees of different ages, including demographic characteristics, factors related to the job, and work-team factors. The Institute defines "engagement" as "a positive, enthusiastic, and affective connection with work that motivates an employee to invest in getting the job done, not just 'well' but 'with excellence'".
Also noteworthy was the MetLife finding that older workers are more engaged than younger workers. For many business leaders, this information will come as no surprise. The research suggests that "focusing on the talent management of older individuals is important because they may best relate to the Baby Boomer customer base responsible for $3.8 trillion of annual spending in the US. They also found the highest levels of engagement among women, without elder care responsibilities, in good physical and mental health, with a positive self-perception and those having job security.
Three key findings indicate that employee engagement can be greatly enhanced by simple and cost-efficient efforts, including providing strong training and development opportunities, encouraging work team inclusion, offering customized benefits plans, and promoting a culture of workplace flexibility and supervisor supportiveness. None of these findings came as new revelations to us and we found the absence of life-work balance interesting, but not surprising, given the economic times.
Wise employers will update their assumptions about the generations, based on these findings and will pay particular attention to how they may enhance employee engagement through the quality of the employment experiences they offer.
The full study and the accompanying tool kit are available at www.maturemarketinstitute.com.
© Copyright 1998- by The Herman Group, Inc. -- reproduction for publication is encouraged, with the following attribution: From "The Herman Trend Alert," by Joyce Gioia, Strategic Business Futurist. 336-210-3547 or http://www.hermangroup.com. The Herman Trend Alert is a trademark of The Herman Group, Inc."
EDISON AWARDS DEADLINE IN ONE WEEK
If you have the next big product or service, you will certainly want to apply to the Edison Awards for innovation. Fifteen categories of awards to win. Hurry, the regular deadline for entries is December 7th. Call, if you need an extension? http://www.edisonawards.com/Nominations.php Enter code "HermanAlert" for a 15% discount on the nomination fee.
NO TIME TO READ? 20% OFF---A LIMITED TIME OFFER
A PERFECT GIFT FOR YOUR FAVORITE JOBSEEKER
To read this Herman Trend Alert on the web: http://www.hermangroup.com/alert/archive_12-4-2013.html
Herman Trend Alerts are produced by the Herman Group, strategic business futurists, Certified Management Consultants, authors, and professional speakers.
New subscribers are welcome. There is no charge for this public service. The Herman Trend Alert is read by over 30,000 subscribers in 87 countries, including other websites and printed periodicals. Do you enjoy receiving this weekly e-mail update? Contact us about our co-branded Herman Trend Alert service. Click here to sign up for the Herman Trend Alert.
7112 Viridian Lane
Web site design by WebEditor Design Services, Inc.