Cheryl Hannah

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Solving for GENERATION "N" in addition to X
and Y the C. 21 staffing equation
Cheryl Hannah First Assistant Secretary Business
Solutions Group 4th November, 2005
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Generational Timeline
1995 Net Generation
Data from CIO Magazine, 15th June 2005
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Generations of DIMIA ITP cohorts
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Observed trends generation X

• Up
• Lateral Mobility
• Information use
• Gadget focus
• Cynicism
• Reward motivation
• Self Reliance

• Down
• Careerism
• Conservatism
• Loyalty

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Observed trends generation Y

• Up
• Lateral Mobility
• Information use
• Technology awareness
• Education
• Willingness to explore/innovate
• Need for leadership
• Value driven

• Down
• Success Orientation
• Long term viewpoint
• Tolerance for poor management
• Attention span
• Self reliance
• Cynicism

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How we dealt with Generation X

• Branding
• The ITP program
• Changing the way we work
• Flattening structures
• Showing the money
• Offering attractive work

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How we are dealing with Generation Y

• Providing a closer future
• Increasing collaboration
• Changing the ITP program
• Offering opportunities for exploration

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DIMIA (BSG) experience comparing gen X and Y

• Attraction
• Retention
• Promotion
• Reward
• Motivation
• Recognition

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What about the Net Generation?
Image from www.simplyparenting.com
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Australian Society Today

• Conservative
• Focused on Economics
• Less value driven than a generation ago
• Educated
• Richer
• or poorer.

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The Flynn Effect
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Gen X and Y as Senior Managers and Mentors
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What might the Net generation be like?

• Up
• Conservatism
• Information use
• Technology awareness
• Education
• Willingness to explore/innovate
• Need for leadership
• Need for training (for a majority)
• Self reliance
• Media awareness

• Down
• Success Orientation
• Long term viewpoint
• Tolerance for poor management
• Attention span
• Real world awareness

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Generational Futures

• Most men love money and security more, and
  creation and construction less, as they get
  older. John Maynard Keynes

OR
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Generational Futures

• More than at any time in the 19th and 20th
  centuries, Systemic conditions are the predictors
  of future expectation.

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Planning for the future
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• In order to achieve the benefits of a truly
  diverse workplace, we must be able to see beyond
  intergenerational differences.
• By making the workplace suitable for Gen X, Y
  and N we will make it better for everyone.

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Observations

• We need more flexibility
• Rich, contextual information
• Value based organisations
• Work and home need to blend
• Broaden the definition of IT
• The potential of the Net generation

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http//www.immi.gov.au/department/jobs/index.htm
Further reading www.petersheahan.com
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