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The View from the Ground Floor

Guest Blog submitted by: Greg Scott, Jennifer Earls, Kelley Kossakoski

Hello, everyone!  We are excited to introduce you to a unique miniseries at the Workforce Institute, a series of blog posts that will follow the early stages of professional development of three recent entrants into the working world. We’ll tackle issues that affect how generations interact in the workplace: technology, communications, perspectives and anything else that we, or you, feel is relevant.  Welcome to the Ground Floor.

So, who are we?  All of us just recently joined the workforce, and are members of a Marketing Employee Development program at Kronos, Inc.  More importantly, we’re all from Generation Y (which includes anyone born after 1980).  We may have our obsessions with iPods, text messages and the Internet, but we’re also beginning to enter the workforce – in HUGE numbers.  At 75 million strong, Gen Y is the largest generation to come along since the baby boomers.

Let’s face it.  The workforce is now more diverse than ever, especially with regard to age.  In fact, 64 million people will be leaving the workforce by 2010.  Conveniently, the largest generation since the baby boomers, Gen Y, is stepping in to fill their shoes.

We’re here to share our thoughts and insights on how generations can work together, and more importantly, establish a dialogue on these cross-generational issues.  We want your comments, ideas, and experiences!

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  1. Bill #

    I’ll watch with interest to see how people think that boomers and Gen Y’ers can best work together. We boomers are old enough to be your mother or father (actually, we ARE your mother or father). Can boomers relate to Gen Y’ers without subliminally thinking of them as their children? Can Gen Y’ers listen to boomers without tuning out?

    I’m hopeful. As a male boomer, I saw our generation respond to women in the workplace, for the most part accepting them as subordinates, colleagues, and bosses.

    Focusing on diversity helps: you don’t have to single out one group that needs to be given special care or treatment. Instead, value the fact that different people with different life experiences can offer different things in the workplace. Talented leaders can draw on this to get better results than you could get from a homogenous team.

    July 29, 2008

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