Gen Y, the latest entrant in the multi-generational workforce, is a unique group. They are young, ambitious and dynamic; but their value systems at work are quite different from the other generations. This new breed of socially connected professionals with multiple interests can (and probably will!) bring about a radical change in the work cultures of companies. The big challenge facing organisations is not only building better working relations between the different generations, but also engaging Gen Y effectively to bring about a new and positive work culture that benefits everyone. This presentation looks at the Gen Y workforce in Singapore and gives a few insights on which areas companies should be looking at for effective engagement with Gen Y.

1. Gen Y:
Changing the rules of the game?
2 Aug 2013
PMG Meeting, Singapore

2. Let’s first understand the
multi-generational work force

3. Traditionalists
(Born before 1946)

4. Baby boomers
(Born between 1946 and 1964)

5. Gen X
(Born between 1965 and 1980)

6. Gen Y
(Born after 1980)

7. Traditionalists Baby Boomers
Gen X Gen Y

8. Traditionalists Baby Boomers
Gen X Gen Y

9. Traditionalists Baby Boomers
Gen X Gen Y

10. Traditionalists Baby Boomers
Gen X Gen Y

11. Traditionalists Baby Boomers
Gen X Gen Y

12. Traditionalists Baby Boomers
Gen X Gen Y

13. Traditionalists Baby Boomers
Gen X Gen Y

14. Traditionalists Baby Boomers
Gen X Gen Y

15. Traditionalists Baby Boomers
Gen X Gen Y

16. Traditionalists Baby Boomers
Gen X Gen Y
“i”

17. Traditionalists Baby Boomers
Gen X Gen Y

18. Traditionalists Baby Boomers
Gen X Gen Y

19. Traditionalists Baby Boomers
Gen X Gen Y

20. Traditionalists Baby Boomers
Gen X Gen Y

21. Traditionalists Baby Boomers
Gen X Gen Y

22. Talented
Purpose driven
Social
Mobile
Tech-savvy

23. But if you ask the older generations…

24. High
expectations
Don’t care
about work
Instant gratification
Cryptic
messages
Job hoppers

25. “Is this a language or what?”
PLZ
L8R
OMG
LOL
BRB
?4U
ROTFL

26. “Is this a language or what?”
Laugh Out Loud
Be Right Back
Oh My God!
PLease
LateR
Question for yoU
Rolling On The Floor Laughing

27. But, are they misunderstood?

28. Highly adaptable to change

29. Value flexibility and want
work/life integration

30. Desire a fun, collaborative and
challenging work culture

31. Gen Y prefers relationship-oriented
leaders
Source: “‘Y’ Are They Different? – A Study Of Gen Y at Work, Their Views And How They Are Viewed”; A joint research report by The GMP Group & Temasek Polytechnic

32. Career and personal development
opportunities are key motivators

33. Let’s take a look at the Singaporean
workforce…

34. 60%
2012
The Singaporean Workforce
Gen X or Y
Source: “Harnessing The Potential of Singapore’s Multi-Generational Workforce”; Commissioned by the Tripartite Alliance for Fair Employment Practices (TAFEP)

35. 75%
By 2025
The Singaporean Workforce
Gen X or Y
Source: “Harnessing The Potential of Singapore’s Multi-Generational Workforce”; Commissioned by the Tripartite Alliance for Fair Employment Practices (TAFEP)

36. Now, let’s take a look at the
global manufacturing industry…

37. Aging workforce
Shortage of high-
skilled workers
Manufacturing
doesn’t have a great
image in the mind of
younger workers
Other industries offer
more attractive
alternatives for
talented young people

38. Increased productivity
More complex jobs
More high-skilled people
are required!
The Talent Paradox

39. What does all this mean for the
industry?
Multi-
generational
workforce
Manufacturing
industry
challenges Changing
demographic
landscape

40. You cannot ignore the tsunami
on its way…

41. Gen-Y and younger generations will form the
majority of the working population in the near future
“Common sense” will get re-calibrated!

42. What challenges does this throw up for
the industry?

43. Bridging the present…
How do you deal with a
multi-generational work
force that finds it difficult
to deal with each other?
How do you align the
differing values into the
work culture?

44. … and the future
How do you recruit and
retain a generation of
people whose loyalty to
the organization is
questionable?

45. Here are some things that you can do…

46. Build a sense of purpose and meaning
in work
Encourage
mentoring

47. Review and adjust communication
styles
Recognition
with frequent
positive
feedback

48. Raise supervisor awareness…
and capability!
Understand and
appreciate the values of
the incoming generation

49. Embrace flexibility
Learning
(for all round development)
Work timings
Work location
…
…

50. Provide open social networks with
honest communication

51. And if you succeed…

53. Becomes…

55. A presentation by Saurabh Anand
Accord Business Solutions Pte. Ltd.
146 Robinson Road, #07-01, Singapore 068909
Phone: +65 9298 9590
Singapore | India | UAE
www.accordsingapore.com.sg | saurabh@accordsingapore.com.sg