Picture this as your team of colleagues at your agency: On one hand, you have a promising 27 year old college graduate. They demand both recognition from their peers, as well as long-term challenges appropriate to their career development plan. They require a career plan that will keep a talented and eager young professional excited, accountable, and engaged in their daily responsibilities.
On the other hand, your most tenured government employee is a 60 year old Vice President with over 30 years of experience and a track record of success. They are wise enough to start their own company, while comfortable enough to retire in just a few short years. How can your organization drive success to meet the needs of every type of employee?
According to a recent Administration on Aging report, the age-65-and-older population grew 18 percent between 2000 and 2011 to 41.4 million senior citizens, and these numbers are expected to balloon further over the coming decade as baby boomers continue to reach traditional retirement age.
With Baby Boomers rapidly approaching retirement, and the Generation Y workforce eagerly awaiting their opportunity to take their organization to the next level—how can our country’s most elite organizations maintain high levels of employee motivation, daily engagement, and overall happiness?
Learn the answers to this question and how to guide employees with development planning for success in this data sheet.