The economy is booming, and choices for graduates today are plenty and varied. With competition coming not only from other provinces but the rest of the world, BC employers need to be creative to attract and retain the large upcoming group of candidates known as the Echo Boom generation.
As with every generation, the Echo Boom generation has its own distinct characteristics and values shaped by the events and trends of their formative years.
Born 1980 – 2000, this group lived through the following:
- The Gulf War
- The fall of the Berlin Wall
- Business scandals (i.e. Enron)
- Multiculturalism and Globalism
- Terrorism
- Rapidly expanding technology
- Emphasis on multitasking
- Re-Focus on Family - Close parent-child relations
The trends affecting each generation play a large role in shaping the values and principles of that generation.
When trying to attract this group consider the things they value, such as flexibility to live life outside of work or opportunities to grow and learn. When marketing the positions you have available, or your organization as a desired place to work, start by practising what they preach. Consider implementing and advertising the following about your company:
- Coaching and mentoring, but not micromanagement
- Task variety and stimulating work
- Flexible work hours and benefits
- Instant feedback that is timely, accurate and specific
- Recognition of good work
- Fun environment through celebration of successes and social activities amongst employees
- An informal approach to communication
- Perks that are of relevance to their lifestyle
- Support of community growth through volunteer or fundraising efforts
- Outlined and clearly defined goals and objectives with freedom to execute
- Educational reimbursement and/or in-house training
These are just some suggestions in attracting the Echo Boom generation but it doesn’t end at just attracting them to your organization. As with any new hire, you must also be prepared to retain them.
Misconceptions of the Echo Boom generation can lead to negative perceptions of their work ethic and view of authority. Differences can be overcome and negative impressions can be avoided if you keep each other’s preferences in mind. These negative impressions exist primarily because of conflicts in the methods of communication between the different generations. Follow these principles of management when dealing with your Echo Boomer employee:
- Act as a leader – Be a good role model, have integrity in your work practice, be honest and up front in all communication
- Challenge – Provide opportunities to learn, for personal and professional growth, and bigger and better career opportunities
- Let’s have fun – All work and no fun? No way! Celebrate successes and allow for time to just wind down. A happier work force works hard
- Work and Play in the Same Day - Working hard should be accompanied by playing hard; support social activities for your employees. Consider referral programs that incorporate employee social circles right into the workplace
- Respect – Really consider and appreciate the contributions of your younger workforce. Although young, they are very attune and insightful. Provide opportunities to contribute; even if they fall, they’ll pick themselves up, dust off and keep forging ahead
- Be Flexible – Try to keep flexible schedules
The following are some of the characteristics used in describing the Echo Boom generation:
- Technologically Savvy – Born with computers, CD’s, MP3’s etc.
- Well Rounded – Incorporating more of life into work life balance
- Optimistic – Positive view of the future, but still practical
- Civic minded – Active in community affairs
- Inclusive – Everyone is equal irregardless of any differences
Acknowledge and capitalize on these positive characteristics and let them surprise you. Avoid the stereotypes and misperceptions and allow the opportunity for this younger generation to grow within your workplace. As in any smart business decision, you should consider the preferences of your market; consider the preferences of your younger labour market now and capitalize sooner rather than later.
