Importance of meeting employees where they are at in a multigenerational workforce
Importance of meeting employees where they are at in a multigenerational workforce
For the first time in history, we have a workforce that spans 4-5 generations…
For the first time in history, we have a workforce that spans 4-5 generations.
From the rise in retirement age and retirees returning to work due to the cost of living crisis to Gen Z shunning higher education [1] in favor of heading straight to the workplace; these societal shifts have given rise to a multigenerational workforce that is also the most culturally and racially diverse in history.
Changes in ways of working, how people align careers to how they want to live their lives and technological advances are reshaping the future of work at a rapid pace. To make matters more complicated; each generation has its own unique sets of wants and needs.
A primary example is Gen Z.
In a few years, Gen Z will make up nearly 25% of the workforce. They are the digitally native and PCW (post covid workforce) generation. They don’t know life without the internet and very few know of the workplace that is different to the hybrid working, video calling, consistent notifications and multiple-screen environment we have all become accustomed to.
They are also the most ethnically diverse generation that is influential in and influenced by socio-economic movements; particularly around equality, sustainability and discrimination.
A purpose-driven generation [2]; values, leadership, culture, work-life balance and diversity play a significant part in the decision-making process alongside salary.
Career development is also a serious topic. A 2023 survey [3] showed that 71% are expecting to be promoted within the next 6 months to 1.5 years and the LinkedIn workplace report shows that career development is the biggest motivator across all demographics.
Millennials on the other hand are a different class altogether. They were adults during the internet boom and parents and/or managers during COVID-19. They have witnessed a dramatic reshaping of the world of work during their careers whilst also being leaders in a time of global disruption that doesn’t look like it will end any time soon.
“Millennials don’t want bosses — they want coaches. The role of an old-style boss is command and control. Millennials care about having managers who can coach them, who value them as both people and employees and who help them understand and build their strengths”
-“How Millennials Want to Work and Live” Gallup report
They are also the most disillusioned and least engaged generation according to the Gallup report [4] with 21% having changed jobs in the past year in the US and 55% not engaged in the workplace; higher than any other generation. It is estimated that the high turnover of millennials in jobs is costing the US economy $30.5bn annually.
This is concerning as this generation will be 75% of the workforce [5] by 2025 and also make up the majority of managers and leaders [6] in organizations with new motivations compared to their predecessors.
What does this mean for employers?
There is a no one-size-fits-all approach when it comes to engagement, development and motivation. If you are fully engaged in your workforce then you need a personalized intervention that focuses on the individual.
This is where coaching fits in.
Bloom can help.
Bloom is a coaching platform that combines human coaches with AI, neuroscience and psychometrics to make your workforce more resilient whilst also providing HR and leadership with confidential, non-identifiable data to better understand your employees.
We are on a mission to democratize coaching and make it accessible across your whole organization regardless of seniority because we believe everyone deserves the same support to reach their full potential.
The platform offers a blend of personalized goal setting that encourages daily self-reflection alongside focused coaching check-ins with an accredited coach and bitesize audio that gives your employees insight into the careers of top talent at top organizations.
It’s a three-tiered approach:
→ Individual employees
→ Managers and Leaders
→ Senior Leadership
How it works:
For individual employees
(Non-managers and non-leaders) have access to top coaching that they haven’t had access to before. Employees choose what they would like to be coached on; from general career development coaching to confidence and gravitas and everything in between.
Coachees are paired with a real accredited coach and coaching sessions are delivered via an accessible chat model. After every session you get your coaching notes that summarize the discussion you had so you can pick up where you left off.
In between sessions, you aren’t left hanging. Daily micro “workouts” are delivered through insight-based Q&A to help you elevate your working style and implement small changes that will have a big impact. The process is gamified, encouraging you to complete a 2-minute mini exercise every day to create a habit out of self-reflection and build self-awareness.
In addition, there is also a library of Anytime AI exercises, jointly designed by the Bloom coaching team alongside the Bloom AI coach. There is a range of topics to choose from; from “being a better leader”, “increased confidence” and “strengthening your mindset”.
The mobile platform is designed to not only provide coaching in a structured form but also through self-learning at the individual's own pace.
For Managers
One of the unique offerings from Bloom is not having a “one size fits all” approach to coaching. For those in management roles, the experience and interface is the same but the coaching is very specific to challenges managers may face.
Managers can be coached on anything from delivering feedback, effective prioritization and delegation as well as how to coach and mentor their own teams.
They have access to all the on-demand AI coaching, micro exercises and insights from world-class leaders to help positively influence their leadership style.
Senior Leadership
The magic for senior leaders comes in the form of the data Bloom provides (all anonymous and aggregated). Leaders can see themes of what their teams are asking for coaching on, their working styles and what on-demand coaching has been used the most.
This data can be viewed at a company level down to a team level without risking anonymity, allowing leaders to provide personalized interventions and use the learning and development budget in a way that is going to make the biggest difference for their workforce.
In addition, leaders have the opportunity to share their wisdom with employees by becoming Bloom speakers via short-form audio (think micro podcasts) on the platform, fostering closer communication between executives and the workforce.
The results speak for themselves
96% of Bloom users from many different companies saw improvements in themselves through Bloom coaching. One of Bloom’s customers, The Hut Group, saves £6.25m due to employee retention and productivity. Read the full case study →
Through Bloom you can empower your multi-generational workforce at every stage in their career, from the moment they enter your organization.
The benefit? Talent retention, reduced attrition and improved workplace wellbeing through equipping managers to better support and lead their teams.
This is broader than learning and development. This is positive workplace culture in practice.
References
[1] https://unibuddy.com/blog/unpacking-gen-zs-aversion-to-higher-education/
[2] https://hbr.org/2023/01/helping-gen-z-employees-find-their-place-at-work
[3] https://joinhandshake.com/blog/employers/6-things-gen-z-wants-from-their-job/
[4] https://www.gallup.com/workplace/231587/millennials-job-hopping-generation.aspx
[5] https://teamstage.io/millennials-in-the-workplace-statistics/
[6] https://zapier.com/blog/millennial-managers-report/
For the first time in history, we have a workforce that spans 4-5 generations.
From the rise in retirement age and retirees returning to work due to the cost of living crisis to Gen Z shunning higher education [1] in favor of heading straight to the workplace; these societal shifts have given rise to a multigenerational workforce that is also the most culturally and racially diverse in history.
Changes in ways of working, how people align careers to how they want to live their lives and technological advances are reshaping the future of work at a rapid pace. To make matters more complicated; each generation has its own unique sets of wants and needs.
A primary example is Gen Z.
In a few years, Gen Z will make up nearly 25% of the workforce. They are the digitally native and PCW (post covid workforce) generation. They don’t know life without the internet and very few know of the workplace that is different to the hybrid working, video calling, consistent notifications and multiple-screen environment we have all become accustomed to.
They are also the most ethnically diverse generation that is influential in and influenced by socio-economic movements; particularly around equality, sustainability and discrimination.
A purpose-driven generation [2]; values, leadership, culture, work-life balance and diversity play a significant part in the decision-making process alongside salary.
Career development is also a serious topic. A 2023 survey [3] showed that 71% are expecting to be promoted within the next 6 months to 1.5 years and the LinkedIn workplace report shows that career development is the biggest motivator across all demographics.
Millennials on the other hand are a different class altogether. They were adults during the internet boom and parents and/or managers during COVID-19. They have witnessed a dramatic reshaping of the world of work during their careers whilst also being leaders in a time of global disruption that doesn’t look like it will end any time soon.
“Millennials don’t want bosses — they want coaches. The role of an old-style boss is command and control. Millennials care about having managers who can coach them, who value them as both people and employees and who help them understand and build their strengths”
-“How Millennials Want to Work and Live” Gallup report
They are also the most disillusioned and least engaged generation according to the Gallup report [4] with 21% having changed jobs in the past year in the US and 55% not engaged in the workplace; higher than any other generation. It is estimated that the high turnover of millennials in jobs is costing the US economy $30.5bn annually.
This is concerning as this generation will be 75% of the workforce [5] by 2025 and also make up the majority of managers and leaders [6] in organizations with new motivations compared to their predecessors.
What does this mean for employers?
There is a no one-size-fits-all approach when it comes to engagement, development and motivation. If you are fully engaged in your workforce then you need a personalized intervention that focuses on the individual.
This is where coaching fits in.
Bloom can help.
Bloom is a coaching platform that combines human coaches with AI, neuroscience and psychometrics to make your workforce more resilient whilst also providing HR and leadership with confidential, non-identifiable data to better understand your employees.
We are on a mission to democratize coaching and make it accessible across your whole organization regardless of seniority because we believe everyone deserves the same support to reach their full potential.
The platform offers a blend of personalized goal setting that encourages daily self-reflection alongside focused coaching check-ins with an accredited coach and bitesize audio that gives your employees insight into the careers of top talent at top organizations.
It’s a three-tiered approach:
→ Individual employees
→ Managers and Leaders
→ Senior Leadership
How it works:
For individual employees
(Non-managers and non-leaders) have access to top coaching that they haven’t had access to before. Employees choose what they would like to be coached on; from general career development coaching to confidence and gravitas and everything in between.
Coachees are paired with a real accredited coach and coaching sessions are delivered via an accessible chat model. After every session you get your coaching notes that summarize the discussion you had so you can pick up where you left off.
In between sessions, you aren’t left hanging. Daily micro “workouts” are delivered through insight-based Q&A to help you elevate your working style and implement small changes that will have a big impact. The process is gamified, encouraging you to complete a 2-minute mini exercise every day to create a habit out of self-reflection and build self-awareness.
In addition, there is also a library of Anytime AI exercises, jointly designed by the Bloom coaching team alongside the Bloom AI coach. There is a range of topics to choose from; from “being a better leader”, “increased confidence” and “strengthening your mindset”.
The mobile platform is designed to not only provide coaching in a structured form but also through self-learning at the individual's own pace.
For Managers
One of the unique offerings from Bloom is not having a “one size fits all” approach to coaching. For those in management roles, the experience and interface is the same but the coaching is very specific to challenges managers may face.
Managers can be coached on anything from delivering feedback, effective prioritization and delegation as well as how to coach and mentor their own teams.
They have access to all the on-demand AI coaching, micro exercises and insights from world-class leaders to help positively influence their leadership style.
Senior Leadership
The magic for senior leaders comes in the form of the data Bloom provides (all anonymous and aggregated). Leaders can see themes of what their teams are asking for coaching on, their working styles and what on-demand coaching has been used the most.
This data can be viewed at a company level down to a team level without risking anonymity, allowing leaders to provide personalized interventions and use the learning and development budget in a way that is going to make the biggest difference for their workforce.
In addition, leaders have the opportunity to share their wisdom with employees by becoming Bloom speakers via short-form audio (think micro podcasts) on the platform, fostering closer communication between executives and the workforce.
The results speak for themselves
96% of Bloom users from many different companies saw improvements in themselves through Bloom coaching. One of Bloom’s customers, The Hut Group, saves £6.25m due to employee retention and productivity. Read the full case study →
Through Bloom you can empower your multi-generational workforce at every stage in their career, from the moment they enter your organization.
The benefit? Talent retention, reduced attrition and improved workplace wellbeing through equipping managers to better support and lead their teams.
This is broader than learning and development. This is positive workplace culture in practice.
References
[1] https://unibuddy.com/blog/unpacking-gen-zs-aversion-to-higher-education/
[2] https://hbr.org/2023/01/helping-gen-z-employees-find-their-place-at-work
[3] https://joinhandshake.com/blog/employers/6-things-gen-z-wants-from-their-job/
[4] https://www.gallup.com/workplace/231587/millennials-job-hopping-generation.aspx
[5] https://teamstage.io/millennials-in-the-workplace-statistics/
[6] https://zapier.com/blog/millennial-managers-report/
For the first time in history, we have a workforce that spans 4-5 generations.
From the rise in retirement age and retirees returning to work due to the cost of living crisis to Gen Z shunning higher education [1] in favor of heading straight to the workplace; these societal shifts have given rise to a multigenerational workforce that is also the most culturally and racially diverse in history.
Changes in ways of working, how people align careers to how they want to live their lives and technological advances are reshaping the future of work at a rapid pace. To make matters more complicated; each generation has its own unique sets of wants and needs.
A primary example is Gen Z.
In a few years, Gen Z will make up nearly 25% of the workforce. They are the digitally native and PCW (post covid workforce) generation. They don’t know life without the internet and very few know of the workplace that is different to the hybrid working, video calling, consistent notifications and multiple-screen environment we have all become accustomed to.
They are also the most ethnically diverse generation that is influential in and influenced by socio-economic movements; particularly around equality, sustainability and discrimination.
A purpose-driven generation [2]; values, leadership, culture, work-life balance and diversity play a significant part in the decision-making process alongside salary.
Career development is also a serious topic. A 2023 survey [3] showed that 71% are expecting to be promoted within the next 6 months to 1.5 years and the LinkedIn workplace report shows that career development is the biggest motivator across all demographics.
Millennials on the other hand are a different class altogether. They were adults during the internet boom and parents and/or managers during COVID-19. They have witnessed a dramatic reshaping of the world of work during their careers whilst also being leaders in a time of global disruption that doesn’t look like it will end any time soon.
“Millennials don’t want bosses — they want coaches. The role of an old-style boss is command and control. Millennials care about having managers who can coach them, who value them as both people and employees and who help them understand and build their strengths”
-“How Millennials Want to Work and Live” Gallup report
They are also the most disillusioned and least engaged generation according to the Gallup report [4] with 21% having changed jobs in the past year in the US and 55% not engaged in the workplace; higher than any other generation. It is estimated that the high turnover of millennials in jobs is costing the US economy $30.5bn annually.
This is concerning as this generation will be 75% of the workforce [5] by 2025 and also make up the majority of managers and leaders [6] in organizations with new motivations compared to their predecessors.
What does this mean for employers?
There is a no one-size-fits-all approach when it comes to engagement, development and motivation. If you are fully engaged in your workforce then you need a personalized intervention that focuses on the individual.
This is where coaching fits in.
Bloom can help.
Bloom is a coaching platform that combines human coaches with AI, neuroscience and psychometrics to make your workforce more resilient whilst also providing HR and leadership with confidential, non-identifiable data to better understand your employees.
We are on a mission to democratize coaching and make it accessible across your whole organization regardless of seniority because we believe everyone deserves the same support to reach their full potential.
The platform offers a blend of personalized goal setting that encourages daily self-reflection alongside focused coaching check-ins with an accredited coach and bitesize audio that gives your employees insight into the careers of top talent at top organizations.
It’s a three-tiered approach:
→ Individual employees
→ Managers and Leaders
→ Senior Leadership
How it works:
For individual employees
(Non-managers and non-leaders) have access to top coaching that they haven’t had access to before. Employees choose what they would like to be coached on; from general career development coaching to confidence and gravitas and everything in between.
Coachees are paired with a real accredited coach and coaching sessions are delivered via an accessible chat model. After every session you get your coaching notes that summarize the discussion you had so you can pick up where you left off.
In between sessions, you aren’t left hanging. Daily micro “workouts” are delivered through insight-based Q&A to help you elevate your working style and implement small changes that will have a big impact. The process is gamified, encouraging you to complete a 2-minute mini exercise every day to create a habit out of self-reflection and build self-awareness.
In addition, there is also a library of Anytime AI exercises, jointly designed by the Bloom coaching team alongside the Bloom AI coach. There is a range of topics to choose from; from “being a better leader”, “increased confidence” and “strengthening your mindset”.
The mobile platform is designed to not only provide coaching in a structured form but also through self-learning at the individual's own pace.
For Managers
One of the unique offerings from Bloom is not having a “one size fits all” approach to coaching. For those in management roles, the experience and interface is the same but the coaching is very specific to challenges managers may face.
Managers can be coached on anything from delivering feedback, effective prioritization and delegation as well as how to coach and mentor their own teams.
They have access to all the on-demand AI coaching, micro exercises and insights from world-class leaders to help positively influence their leadership style.
Senior Leadership
The magic for senior leaders comes in the form of the data Bloom provides (all anonymous and aggregated). Leaders can see themes of what their teams are asking for coaching on, their working styles and what on-demand coaching has been used the most.
This data can be viewed at a company level down to a team level without risking anonymity, allowing leaders to provide personalized interventions and use the learning and development budget in a way that is going to make the biggest difference for their workforce.
In addition, leaders have the opportunity to share their wisdom with employees by becoming Bloom speakers via short-form audio (think micro podcasts) on the platform, fostering closer communication between executives and the workforce.
The results speak for themselves
96% of Bloom users from many different companies saw improvements in themselves through Bloom coaching. One of Bloom’s customers, The Hut Group, saves £6.25m due to employee retention and productivity. Read the full case study →
Through Bloom you can empower your multi-generational workforce at every stage in their career, from the moment they enter your organization.
The benefit? Talent retention, reduced attrition and improved workplace wellbeing through equipping managers to better support and lead their teams.
This is broader than learning and development. This is positive workplace culture in practice.
References
[1] https://unibuddy.com/blog/unpacking-gen-zs-aversion-to-higher-education/
[2] https://hbr.org/2023/01/helping-gen-z-employees-find-their-place-at-work
[3] https://joinhandshake.com/blog/employers/6-things-gen-z-wants-from-their-job/
[4] https://www.gallup.com/workplace/231587/millennials-job-hopping-generation.aspx
[5] https://teamstage.io/millennials-in-the-workplace-statistics/
[6] https://zapier.com/blog/millennial-managers-report/
Company
© 2024 Bloom App Ltd. All rights reserved.
Company
© 2024 Bloom App Ltd. All rights reserved.
Company
© 2024 Bloom App Ltd.
All rights reserved.