Page 6 - Multigenerational Workforce

2017 Thought Leaders Solutions Forum
• Consider new HR tools and policies. New tools and poli- cies can play a role in hiring, engagement, and retention. For example, tools for hiring can include gamification tools to test skills, and video interviewing. To promote engage- ment, incubators and hackathons can generate interest
in solving key problems. To boost retention, companies can adopt policies around working remotely or phased retirement.
• Adopt reverse mentoring. Companies are pairing younger workers with older workers to provide mentoring on new technologies, like social media, and to share insights on the purchasing habits of younger workers. This builds relationships across generations and often results in “mutual mentoring” where younger workers mentor older workers, while older workers also mentor younger workers in areas of expertise.
• Rethink growth and development. Long formal training sessions are a thing of the past. Today’s reality is that workers spend 1% of their time on training and devel- opment, which equates to 24 minutes per week. In this context, learning and development needs to change. It needs to be delivered in small chunks, of differing lengths, accessible on mobile devices. It needs to come from experts who are motivating, and needs to provide a sense of community.
With 800 attorneys in major locations throughout the U.S. and Puerto Rico, Jackson Lewis provides the resources to address every aspect of the employer-employee relationship.
ATTORNEY ADVERTISING | © 2017 Jackson Lewis P.C.
Jackson Lewis P.C., Lynn C. Outwater, and Jonathan A. Siegel proudly support
THE SHRM FOUNDATION’S 2017 THOUGHT LEADERS SOLUTIONS FORUM
Lynn C. Outwater • OutwateL@jacksonlewis.com • 412-338-5140 Jonathan A. Siegel • SiegelJ@jacksonlewis.com • 949-885-1360
© 2017 SHRM Foundation. Created for the SHRM Foundation by BullsEye Resources, www.bullseyeresources.com.
6