The concept is simple – today’s workforce has different motivators, expects a differently structured workplace, and has new ways of communicating. This matters to employers because as they work to manage their existing talent in a multigenerational environment and recruit new talent, they need to understand the existing and changing motivations, expectations, and communication preferences for optimal management and employee productivity.

Now, this isn’t to say that the tail should wag the dog and employers should bow down to the needs of the new generation, but in some respects, employers should work with employees to ensure the infrastructure and environment are flexible enough to support a variety of preferences – because as we all know, you can’t please everyone, but you can please a good majority.

Jacob Morgan’s new book, “The Future of Work: Attract New Talent, Build Better Leaders, and Create a Competitive Organization“, takes a look at this new workforce and outlines the transformation of talent and evolution of the employee. In a brief overview of the main concepts, Morgan created an infographic, which shows some key areas that management should consider when recruiting from today’s talent pool and what today’s workforce really wants.


Here are some of the overarching themes of what the new workforce wants.

Anywhere, anytime, any way

One general theme that stuck out includes the anywhere, anytime, any device mentality. This flexibility reflects the focus on the end product; it’s the “get your work done and that’s what matters” mindset. Organizations that remove the physical and theoretical walls around an employee’s requirements for work (the cubicles, the work hours, etc.) will see employees who are more dedicated to their work. The freedom and flexibility also requires employees to become accountable

Making moves

As made clear by the BYOD initiatives that allow employees to work from any preferred device (which ultimately leads to working anywhere), the new employee doesn’t want to be physically or professionally required to stay in one place. New employees are looking to make moves and have the upward mobility to climb the ladder at their own pace or create their own upward journey. They also want to do the work that suits their skills – not just what’s within their job description – and have an opportunity to become a leader without waiting in a chronological line amongst employees until a leadership position becomes available.

Team mentality

Although the new employees have shifted their mindset to focus on outputs, working remotely, and having a customized job, they are still of the team mentality and want to be able to collaborate – just not necessarily through meetings or onsite pow-wows. Instead, they are looking at ways to collaborate through technology and to keep meetings and interactions meaningful and concise. Although these employees may thrive on autonomy and productivity, they still understand that the whole is as powerful as the sum of its parts.

To read more about these employees, check out Morgan’s book “The Future of Work: Attract New Talent, Build Better Leaders, and Create a Competitive Organization“, which is available on Amazon.