Canadian companies, including EY Canada, are facing the challenge of building leadership pipelines and adapting learning models to meet the diverse needs of a multigenerational workforce, spanning Baby Boomers, Gen X, Millennials, and Gen Z. This involves evolving traditional mentorship, offering varied learning styles, and connecting work to a larger purpose, especially for Gen Z who prioritize wellbeing over traditional leadership roles.
How to meet the needs of a workforce that spans generations
Business
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TL;DR: Key points with love ❤️Canadian companies, including EY Canada, are facing the challenge of building leadership pipelines and adapting learning models to meet the diverse needs of a multigenerational workforce, spanning Baby Boomers, Gen X, Millennials, and Gen Z. This involves evolving traditional mentorship, offering varied learning styles, and connecting work to a larger purpose, especially for Gen Z who prioritize wellbeing over traditional leadership roles.
Trending- 1 Ongoing: Baby boomers on boards, Gen X/elder millennials in senior roles, Gen Z redefining work.
- 2 Ongoing: EY Canada delivers workshops to university students, offers networks to alumni.
- 3 Ongoing: Employees enrolled in programs (Luminate Academy for interns, new seniors program after 3 years, horizons at manager level, partner workshops).
- Companies need to evolve their leadership development and communication strategies to retain and develop talent across generations
- Gen Z is less interested in traditional management roles due to wellbeing concerns
What: The challenge and strategies for managing and developing leadership in a multigenerational workforce.
When: Current business environment.
Where: Canadian companies, specifically EY Canada.
Why: Different generations (Baby Boomers, Gen X, Millennials, Gen Z) have varying expectations, learning styles, and career priorities, requiring companies to adapt their leadership development and communication.
How: By offering diverse learning programs (e.g., Luminate Academy, new seniors program, horizons, partner workshops), adapting mentorship (e.g., reverse-mentoring), providing varied learning formats (e.g., podcasts), setting clear values, and connecting work to purpose.