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Businesses everywhere are grappling with an unfolding skills dilemma that is challenging the way we manage and plan the workforce of the future. People are remaining in the workforce longer than they used to, yet there is a growing shortage of skilled talent. The aging and declining workforce is a global phenomenon taking place in all industries and across traditional boundaries. Generational differences, which emerged over the last decade are beginning to solidify and have lasting implications for the management of human capital. In addition, the rise of a new breed of self-employed "free agents" is injecting a volatile element into the mix which is forcing employers to reassess the way they select, deploy and interact with staff. How do companies prepare for and manage these trends? What are the keys to success as the workforce continues to evolve?

You've read plenty about Gen Y already. You get it. The generations are wired differently, they work differently and organizations have to adapt. Got it. So, you've been working on your adaptation strategies...how's that working out for you so far? Have you started to see progress within your organization? How about within your department? We know the typical response-it's out of your direct control, right? What about those factors that are within your control? Have you personally made any changes in the way you manage or interact with Gen Y's? The simple fact is, you don't have much time to change. Improving productivity, reducing turnover and building your talent supply chain across younger age groups is imperative for organizational success as we move into the next decade. Take a deep breath, and prepare to stop "managing" the Gen Y employee, and start "understanding" them.