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News Article

Generational Integration Without Leaving Anyone Behind

Wed, 04/24/2019 - 13:02

As companies move into a workplace transformation, they must be aware that they are bringing with them members of four different generations, each with their own preferences and motivations. According to Francisco Briseño, Human Capital Partner at Deloitte Mexico, 27 percent of the world population can be classified as millennial. “Millennials represent over 2 billion people and companies must learn how to help these people develop, without neglecting other members of their organization,” said Briseño during Mexico Talent Forum’s panel “Developing Millennial Leaders,” held at the Marquis Reforma hotel in Mexico City on Wednesday.

Jaime Cervantes, President of Grupo Vitalmex, said his company has built an approach focused on organizational well-being to merge the needs of different generations. “By creating human, social and economic value, companies can lead their workers to prosperity and the company to higher returns,” he said. Implementing this change, however, implies sensitizing companies’ management to the differences and cultural contrasts between Baby Boomers and members of the X, Y and even Z generations.

Beyond personal differences, the transformation process society is going through is fueled by technology, said Andrés Sánchez, CEO of Randstad México. Cervantes agreed with this premise, saying that new generations have a strong technological background that gives millennials new capabilities that can add value to companies. However, Cervantes added that younger generations must reconnect with the human side of participating in a company. “We have changed our working environment, our strategies and codes to accommodate millennials but they must also be open to rediscovering values, to manage their emotions and to be inspired by a project from a human perspective.”

Said Sánchez: “Millennials want the best of both worlds: they want the freedom of having their own business with the comfort that the corporate world offers. However, they must understand the reality of the corporate life and the needs and priorities of each project.”

For millennials to understand these concepts, companies must make visibility and communication priorities in their management process, said Liliana Méndez, Community Director of WeWork México. “Rather than wanting to know how their work changes the world, millennials want to understand the impact that their work has on the company and on the company’s relationship with its clients,” she said.

Unlike older generations that were accustomed to the corporate ladder, millennials seek to move through the ranks faster. Understanding this is also key for companies, according to Carola Rosillo, Director of Human Resources at AVON, who said that building a development plans is essential for companies to support workers in their professional career. Méndez, though, believes there needs to be a distinction between a career plan and a growth plan. “Millennials tend to think that if they are not getting a promotion, their career is stuck,” said Méndez. “By identifying the areas that candidates still need to work on and preparing a development plan, millennials can see their growth according to clear metrics, regardless of the position they occupy.”