Millennials and Zillennials (Generation Z), are the next generation of workers in eldercare! They will reshape the workplace, bringing with them energy and a desire to make a difference. Millennials and Zillennials matter!
If you’re not familiar with the term “Generation Z or Zillennials,” you will be soon enough. It refers to a wave of young people on the verge of supplanting Millennials as the prime movers in the workforce and society at large.
I teach and grow care teams and their leaders in the senior housing industry, and I often hear Senior Housing leaders lament the lack of work ethic of those under age 35. The reality is that 78% of new hires in senior care in the United states are Millennials as reported by McKnights Long-term care survey in 2015.
It is time for us to reexamine and understand these generations, and embrace new leadership styles and cultures as thought leaders in the industry.
Today, we have 4 generations working together in long-term care, serving our greatest generation (average age 84 years old). This gives us opportunities to harvest and unleash the power and creativity of a multi-generational team that may inspire and transform eldercare as a vibrant, interesting, and forward thinking community of people.
The Millennials and Zillennials, along with the Boomers and Generation X have the honor to work and learn together to support elders on their life journey at this wonderful developmental stage of life called elderhood. A bonus for all of us is a chance to learn from the wisdom and experience of elders – the 5th generation in our workplace!
- The Traditionalist (born between 1900 – 1945 – The elders we serve! ages 70- 100+)
- The Boomers ( ages 52-70 in 2016)
- Generation X (ages 36-51 in 2016)
- The Millennials (ages 22-35 in 2016)
- The Zillennials (ages 4 – 21 in 2016)
As I have been teaching, listening, and learning with the millennials, and their younger counterpart, the Zillennials, I recognize that they have some particular characteristics that will reshape the workplace – such as their ambition and desire to keep learning and move quickly upwards, as well as their willingness to move on quickly if their expectations are not being met. Millennials want a flexible approach to work, and very regular feedback and encouragement. They want to feel their work is worthwhile and that their efforts are being recognized.
The companies that have already been the most successful in attracting talented Millennials are naturally innovative employers who are never restrained by ‘how things used to be done’. These companies are not specifically targeting Millennials, but their culture, leadership style, and approach to recruitment and retention naturally appeal to the Millennial generation. And because of that, they are able to take their pick of the best younger talent around.
It is not too late for those of us in senior housing to gain the loyalty of Millennials who seek employers with similar values according to the Deloitte Millennial Survey 2016. Thus, those organizations that are guided by strong core values may be less likely to lose their Millennial employees. We have an opportunity now to connect with these next generations to work alongside us as innovators and shapers of the future!
Millennials show us what ‘old’ looks like, and their lives and perceptions are changed!
About the Author: Jean Garboden is the Director of Education and Innovation at Compass Senior Living, located in Eugene Oregon. Jean is an Elder Advocate and Eden Alternative Educator with over 30 years’ experience in not-for-profit and for profit health care organizations. She is honored to lead the mission and values culture development for Compass Senior Living. Jean lives in Las Vegas, Nevada where she enjoys the weather and volunteers with the Nevadans for the Common Good, advocating for caregivers and elders in southern Nevada. She spends her leisure time with her husband Art, her dog Max, her cat Molly, and a 50-year-old desert tortoise named Myrtle.