THE 7 DIMENSIONS TO BUILD AN EMPLOYEE VALUE PROPOSITION FOR GEN X & GEN Y TALENT ACCORDING TO PROFESSOR DAVE ULRICH and DR THEO VELDSMAN
Both Dr Theo Veldsman and Professor Dave Ulrich concur on Gen X and Gen Y talent.
Dr Veldsman says, “People engaging with the world of work, the players employed, or to be employed by organisations, have changed. These employees have become more demanding in terms of what they expect from their employers. The question they ask is, “What’s in it for me?”- putting themselves at the centre of their self-constructed world of work.”
These are some of the things they look for. SOURCE: PEOPLE MANAGEMENT IN THE NEW ORDER Part 1 – Prof Theo Veldsman
- Reputable, high profile organisations.
- Credible, “influencable” leadership.
- Work settings that are challenging, stimulating and meaningful.
- Organisations that offer them ongoing learning and development opportunities.
- Their work is built around their needs and aspirations relative to their personal career life cycle.
- Work settings that allow them to actualise their potential and apply their knowledge, fully, and in innovative ways.
- Greater work/life integration because the boundaries between life and work have dissipated because of virtual connectivity.
- Being measured by what they contribute and the results they produce and not by the hours they spend at work.
Professor Dave Ulrich puts it this way. There are two sides to the Gen X and Gen Y issue.
- Why people work?
- How they go about working?
“Why they work’ is about finding meaning, and “how they work” is radically different from the traditional 20th century management model. They use technology, have different time frames, care about life before work and value relationships.
If your current and future talent is important to you and you want to ensure you access their discretionary energy, you probably need to reconsider your employee value proposition.
Here is Professor Dave Ulrich’s 7 dimensions to build an employee value proposition that will ensure commitment to your objectives.
- Vision – Give your people a sense of direction or purpose
- Opportunity – Enable an ability to grow develop and learn.
- Incentives – Offer a fair wage or salary for work done.
- Impact – Create ways for them to see the outcome of effect of their work done.
- Community – Encourage relationships with peers, bosses and leaders who build a sense of community.
- Communication – Ensure they know what is going on and why.
- Entrepreneurship/flexibility – Offer them choice about terms and conditions of work.
How people go about working? I am not convinced that organisations are paying attention. One only has to look at the early morning and late afternoon traffic congestion to see that the 20th Century “9 – 5” business model still prevails.
In 2014, BRG & GIBs will present Dave Ulrich – Live and in Person: The 13 Milestones for HR to transcend the way they deliver measurable value to their organisations. Become architects of talent, culture and leadership for 21st Century Organisations.
Professor Dave Ulrich has consulted and done research with over half of the Fortune 200. His honours exude a consistent track record of global influence and authority in human resources and business management. His research is based on collective feedback from over 60 000 line managers and HR professionals on the competencies required to improved business performance.
An accomplished and celebrated educator Dave is sought after the world over to present his findings and educate businesses. He has published over 200 articles and book chapters and over 25 books which he has co-authored with numerous fellow thought leaders.
Follow Dave Ulrich on twitter: @dave_ulrich
