Workforce 2020

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Frequently  Asked  Ques6ons  

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Sarah  Sladek  Founder  XYZ  University  

Workforce  2020  

WORKFORCE

On a scale of 1 to 5, 5 being the most and 1 being the least, how confident are leaders are feeling about your organization's future? 5 - Extremely confident 4 - Very confident 3 - Somewhat confident 2 - Barely confident 1 - Not confident at all

DECLINING ECONOMY

CHANGING TECHNOLOGY

DEMOGRAPHIC SHIFT

Composition of US Workforce 2005 2010 2015 2020

Silent 18% 8 0 0 Boomers 42 38 30 23 Gen X 22 22 22 22 Gen Y 18 32 39 43 Gen Z 0 0 4 12

They have no concept of loyalty. They don’t plan for the future. They want constant feedback. They want everything online. They don’t value experience. They can’t make decisions. They have no work ethic. They aren’t reliable. They’re demanding. They’re annoying. They’re lazy.

Half of global population under 30

43% workers ages 35+ currently working for younger boss

64% of Milennials feel unprepared

when assuming leadership roles

90% of new hires will be Gens X, Y, Z

in 2020

in 2020

Average # of jobs

college educated workers will have

40% of workforce will be

freelancers, temps, independent contractors, solopreneurs

in 2020

Hiring demand will exceed U.S. talent supply

especially in STEM fields

in 2020

Baby Boomer 1946-1964

Generation X 1965-1981

Generation Y 1982-1995

Generation Z 1996-2012

values, culture, work redefined

my industry redefined?

my job redefined?

Baby Boomer 1946-1964

Generation X 1965-1981 -------------------------

Generation Y 1982-1995

Generation Z 1996-2012

Baby Boomer 1946-1964 Generation X 1965-1981

------------------------- Generation Y 1982-1995 Generation Z 1996-2012

Next Generation Employers of Choice

What does the emerging market need and value

most?

Which of the following statements is true about your workforce? 1. We struggle the most with retention of people under the age of 35. 2. We struggle the most with recruiting people under the age of 35. 3. We don't have anyone under the age of 35 working for us.

WHY THEY

Understandingthe

billion-dollar

Millennialemployee

turnoverepidemic

Whyit’shappeninga

ndwhattodoaboutit

ASpecialReportFromXYZUniversity

BySarahSladek&LaurenMitchell

August1,2016

Recessionistas

Digital Natives

Migrators

Migrators

84% make charitable donations

77% volunteer

“More than 85% of Gen Y link commitment to a cause

to their purchasing decisions and their willingness to recommend

a company's brand to others.

How does working here make a difference in

employees’ lives?

Trophy Kids

Millennial Values

72% Want a job where they

can make an impact

71% Seek

meaningful relationships

at work

60% Want

personal fulfillment from jobs

Prioritize Emerging Talent

Prepare for Diversity

Collaborate

Innovate

Foster an Entrepreneurial Environment

Provide skills training

Put people first

Practice social responsibility

Master the art of adaptation

20% Project Career coaching

Parental leave & take-out Free organic meals

TGIF and team building Valuable stock options

Idea sharing Wellness Purpose

Plan for the future

“Nothing in companies is as blinding as a

strategy, an approach, a product line that has

worked before. …

What can we do that’s a

generation better?”

They have no concept of loyalty. They don’t plan for the future. They want constant feedback. They want everything online. They don’t value experience. They can’t make decisions. They have no work ethic. They aren’t reliable. They’re demanding. They’re annoying. They’re lazy.

WORKFORCE

Sarah  L.  Sladek  @Sarah  Sladek  

@XYZ  University    ssladek@xyzuniversity.com  

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