"Each generation believes itself smarter than the previous one and wiser than the next."
- George Orwell -
Our observation from 2IP COACHING
In Europe, the population is aging and assets are declining by 40% annually.
The labor shortage...
Today, for every 2 people who join the labor market, there is a new pensioner.
Do you recognize similar topic in your company?
=> The competitiveness of my company depends on the particular experience of my employees.
=> My highly experienced employees retire in less than 3 years or leave the company for other horizons.
=> My employees' tasks are learned on the job, with practical experience.
=> In my company, oral culture predominates in exchanges between employees (little writing).
=> I would like to develop my employees' skills in specific areas.
=> I want to better integrate new employees and help them gain autonomy more quickly.
=> I want to promote intergenerational cooperation in my company.
WHAT'S GENERATIONAL TRANSITION?
By definition, generational transition is nothing more than the passing of the baton between two generations.
But it is not just a relay stage, like the 4 × 100 meter relay in athletics.
During this sociological and demographic process, young people arrive with ideas, values and methods that may differ from those of their elders for reasons related to:
• Education
• Life experiences
• Technological advances
• Historical events
Often generating disagreements, this generational clash can cause tensions and conflicts between generations.
However, differences in perspective can open debate on political, economic, social, environmental and cultural issues.
By profoundly modifying the norms, attitudes, behaviors and ways of acting of a group, or even an entire society, it creates authentic intergenerational change.
This phenomenon can be observed in various areas, such as culture, politics, technology, sports... and, of course, the business world.
INTERGENERATIONAL: CURRENT CONTEXT
Today, companies face an unprecedented intergenerational dynamic, with teams made up of up to 4 different generations, each with its own particularities.
More than pointing out the differences between age groups, TRANSMITEME® invites us to explore Intergenerational Management focusing on complementarity to create more collective value.
Although skills are the capital of a company in their own right, they are concentrated in the hands of employees.
The transfer of skills is, therefore, essential to anticipate the eventual departure of an employee (career or retirement).
However, many companies are content to pair John, an experienced employee, with Sofia, a new employee, so that the transfer of skills occurs naturally and without problems.
But John is neither a trainer nor a pedagogical teacher, and Sofía "annoys him with her questions, always getting in his way."
If you have to tutor another person, you have to be prepared and supervised, accompanied to do so, which is often not the case either...
THE METHOD TRANSMITEME®
At a time when companies are facing HR challenges: retirement, retention of new generations, development of skills, return on investment in training and conservation of the "knowledge" heritage in the company, become something essential.
Acquiring the highly sought-after skills has become a challenge for organizations, which are willing to commit significant costs to hiring.
When will investment be made to safeguard skills developed over years of professional practice?
How can we preserve this human capital built over the years, through experience, successes and difficulties?
How can we transmit the experience that is essential to the success of the company?
How can we capitalize and safeguard to avoid the loss of knowledge and skills with each departure of an expert?
How to make intergenerational cooperation an added value?
The TRANSMITEME® method responds to the problems of companies and organizations, regardless of their size or sector of activity.
A simple, ultra-pragmatic and operational 4-step approach to safeguarding and sharing competencies, in just 14 days!
Un enfoque único e original diseñado para asistir a las organizaciones en la preservación de las competencias de sus colaboradores, directivos y el "capital intelectual" que reside dentro de la empresa.
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