A Growing Request From Generations X and Y

Flexibility and Balance

Hauppauge, NY, March 14, 2007 - Flexibility and balance—baby boomers dream of it, echo-boomers (better known as generation Y) demand it and generation X is redefining it. Nielsen Associates, an executive search firm specializing in talent acquisition, is well aware of the differences between these generations and, in fact, is incorporating the generational flexibility and balance into their own office practice. With the inevitable shift in workforce demographics—boomers winding down (most will no longer be part of the active workforce by 2020) and the next generations replacing them—these generations are already requesting new ways of working.

"We see how the next generations operate every day as our aging workforce is beginning to think about retirement," explains Reneé Nielsen, President of Nielsen Associates. She continues, "Employers should begin thinking of what policies and procedures they can put into effect that will attract and keep the generations X and Y on Long Island and retain the baby boomers longer."

With this in mind, Nielsen Associates is urging its clients to create programs that will motivate and retain their present employees, while attracting and retaining the current and future workforce. "It's critical to understand each generation" comments Nielsen. She goes on to say "Generations Y and X will be in high demand as a result of the impending baby boomer exodus in several years. Employers and Boomer managers are facing the challenge of learning to value the expectations of Generation X and Y in the workplace." Here are just a few of their unique qualities that Nielsen Associates is pointing out to its clients:

  • Small goals-Tight deadlines: They want to "own" what they are expected to accomplish—they want the challenge of finding technological solutions to everyday issues.
  • High expectations: They want their managers to be fair and direct—and to be completely involved in developing them professionally.
  • Instant gratification: They want to make a difference and see results quickly—make an important impact on the projects they are involved in.
  • Multi-tasking: These generations grew up with technology at their fingertips—they want employers to continue giving them challenging projects that keep them from boredom and attrition. And, they want ownership and control of their own fate.
  • Flexibility for work/life balance: Employers need to understand how to incorporate flexibility and work/life balance into their employee's day-to-day life.

Time management techniques and workplace flexibility are becoming even more essential for employers to develop as part of their overall employment strategy. And of course technology and tools that support flexible work arrangements are key to working with satisfaction in the minds of these generations.

"While money is important, maintaining work/life balance outranks money," Nielsen goes on. "An opportunity to work in a company that supports flexibility is extremely attractive to the new and existing workforce. This is what we are advising our clients as we place new employees into their businesses." "Giving employees flexibility to balance family, educational pursuits, leisure and volunteer work will lead to improved performance and personal satisfaction."

"We encourage our clients to consider innovative initiatives such as coaching and mentoring programs," suggests Nielsen, "as well as personalized motivation—a method of determining how an individual prefers to be managed; and also job sharing—where two people share the responsibility of a single job or project."

Nielsen presents the following from Helene Mangones, Employee Relations Supervisor of Margolin, Winer & Evens, an accounting firm located in Garden city committed to providing and fostering a work environment where work/life integration policies are as important as reliable client service.

"We fully understand that flexibility programs benefit not only the employees but our organization as well, resulting in increased loyalty, productivity and retention. We have implemented a Flexible Work Program that allows our working parents to work a pre-agreed % of hours for the comparable % of compensation. We also allow 'Work from Home' and have given our staff remote access for that purpose."

There are many solutions that would create balance for employees. What is important is that the policies and programs prove to increase efficiency for both the employer and employee while still generating results. Businesses that fail to build flexibility and balance as incentives into their workforce, will not attract and retain valued and talented employees that are crucial to Long Island's business community and overall economy.

For more information visit www.NielsenStaffing.com, or call 631-582-4010

 

Nielsen Associates is an Executive Search Firm specializing in sourcing and placing Human Resources, Marketing, Sales, and Accounting/Finance professionals. Since 1988, Reneé Nielsen, President and founder of the company and her team of staffing professionals have provided qualified candidates for key positions in many of Long Island's major organizations. The company has emerged as one of the leading executive recruiting firms that excels in partnering with Company clients—identifying, evaluating and presenting the best possible candidates for each search. Nielsen Associates takes the time to understand each organization's culture, personality and specific needs. By thoroughly assessing each candidate, Nielsen Associates is able to present the best match for each position. Key positions are available in many Fortune 500 companies located throughout the tri-state area.