Engagement of Gen X and Gen Y workers

Practical measures for workplace implementation needed to attract / retain Gen X and Gen Y workers. A recent Arcus study of 250 HR professionals and business leaders on Engagement of Gen X and Gen Y workers  found that although HR professionals and business leaders overwhelmingly believe human capital management is important, organizations are not currently focusing on the measures that count. As a result there is a substantial gap between Corporate Missions and HR strategies. Today, HR initiatives influence rather than drive strategy. Tomorrow, the metrics will need to drive strategy. Our research concludes that human capital metrics and reporting need to align to the business strategy to be useful as a driver of business outcomes.


Arcus uses Human Capital Management (HCM) – an approach to people management that treats Gen X and Gen Y workers as a high level strategic issue and seeks systematically to analyze, measure and evaluate how people policies and practices create value.


The main metrics currently taken are not focusing on the HCM metrics that can inform strategic decisions that are critical to future success. For the most part, they are looking at basic operational and historical measures, such as headcount changes, hires and terminations, and total compensation. The vast majority of organizations report HCM information as statistical data with narrative comment and most are likely to receive just narrative comment. The implication is that HR professionals are not providing the detailed backup reports to validate the narrative comments they offer to executives.


Arcus uses top HCM Measures to deliver metrics that have a statistically significant impact on value creation:


genx engagement








Arcus addresses the emerging needs of sector councils, in this instance customized for Gen X and Gen Y workers. They want to capture and focus on strategic measures that drive organizational efficiencies in addition to basic operational HCM metrics. High performance leaders in public sector organizations clearly understand the value of HCM metrics in managing people for performance. They want access to a broad range of people measures to help them assess current performance and support key decisions about the future of the business. They understand that they need to focus on different, more strategic metrics, if they are to realize the potential performance gains available from HCM information. The shift towards strategic HCM within this broad range of measures is dramatic. In the future, public sector organizations leaders will want internal reporting to reflect these changed priorities.


Human Resources Consulting Services

What drives a great HR strategy? We have found that the most reliable and persuasive HR strategies are built on the intersections of the company’s capabilities, uniqueness and seamless execution. Businesses have to address a unique set of barriers that often require deeper insight. Arcus offers a fact based approach to align an organization’s strengths with customer needs.

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Dealing with complexity, constant change and resource optimization are priorities for growing for-profit and non-profit organizations. Change requires best practices in organizational effectiveness and flexible leadership. CEO’s need to learn about how to leverage best practices for effective change within their organizations. Benefits include substantial shareholder value, lower costs and streamlined businesses.

Our change model is based on practices of HROS (highly reliable organizations) in sectors with complex operations such as healthcare and nuclear energy. These organizations follow proven methodologies because human errors can have potentially catastrophic consequences. The comprehensive approach integrates process and human dimensions of change. Please review a few sample projects to learn more about our approach on an engagement.