Genfluence · GROW’S GENERATIONS LAB
Generational tensions? Time to resolve them!
Genfluence offers company-specific generational diagnostics, with an industry benchmark and a concrete action plan tailored to each client’s situation.
Let’s start with an assessment!
Genfluence is GROW’s generational benchmark research and development service for large companies. It is not a market trend report but diagnostics tailored to your company: it shows how Baby Boomers, Gen X, Millennials and Gen Z relate to work within the same organization.
- We work from a sample of your employees. Not from generic data.
- Industry and national benchmark. It shows where you stand in the field.
- The measurement is repeatable. So that change can be tracked.
- You get an action plan. GROW supports you through implementation, too.
Who do we recommend it for?
- Organizations where at least 3–4 generations work together and this causes noticeable tension.
- Large Hungarian companies with 600+ employees: directors, partners and leaders of large, multigenerational units.*
- Owners looking for data-driven answers.
* Below 600 employees, Genfluence is not yet recommended, because the generational benchmark is hard to interpret with a sample that small. Request a consultation for more information!
Sound familiar?
Industry / manufacturing
“Our knowledge is retiring”
experienced specialists are retiring en masse, while many young people leave within their first two years.
in which dimensions the generations’ expectations differ, and where the biggest fault line lies. Recommended: leadership development and a mentoring program.
Shared service center / finance
“Pay raises don’t help”
the younger generation is overrepresented and turnover is high. Leaders respond with pay raises, but the problem doesn’t go away.
turnover is driven primarily by generational differences rather than money. Recommended: culture shaping and changes to working arrangements.
Public sector / state-owned company
“Young people come and go”
most employees are over 40, and young talent either doesn’t join or leaves quickly.
the specific, measurable gap lies between the current organizational culture and the real expectations of new joiners. Recommended: an employer branding and retention strategy.
Manufacturing / production
“Can Gen Z really not cope?”
leaders find that some members of Gen Z struggle more to meet time and quality expectations and find feedback harder to take.
whether this is really a question of resilience under pressure, or whether feedback culture differs from generation to generation. Recommended: understanding what lies behind it.
All sectors
“They don’t take responsibility”
older generations feel that Gen Z is too casual, doesn’t take responsibility, and the hardest part of the work ends up falling on the older colleagues.
whether work ethic really differs, or whether recognition and responsibility are simply understood differently.
Packages
Three levels, each building on the last.
Scan.
your own generational picture
HUF 2,750,000 + VAT · one-off fee
A one-off, comprehensive assessment that shows how the generations in your organization relate to work and where the biggest points of tension are right now. Most clients start here: low risk and fast results that are already useful for business decisions on their own.
What you get
- Full technical administration of the validated questionnaire (tool, data collection, processing)
- Your own generational profile – across 8 dimensions
- Benchmark report: where your organization stands against its industry and the national field
- Live report presentation for leadership – a joint interpretation session, not just a dashboard
- Communication guide and ready-made e-mail templates for the internal survey campaign
Track.
follow the change
+ HUF 2,250,000 + VAT / year
Track gives your organization its first industry and national benchmark, then updates it several times a year with the latest market data. It doesn’t re-survey the organization; instead, it positions the data from your Scan within the current market field, year after year.
Everything in Scan, plus
- Industry and national benchmark, updated annually
- GenZRadar data appendix: the expectations of the incoming generation in the annual comparison
- Leaders’ club membership as a bonus: regular professional exchanges with the HR leaders of other Genfluence clients
At a large company, Scan and Track cost about as much as a few days of leadership training – in return, you get a complete, organization-specific generational picture that stays up to date year after year.
Request a quoteTransform.
tailored generational consulting
custom pricing
While Scan and Track show where your organization stands, Transform shows what is worth doing and how to make it happen. We recommend it when leadership expects concrete development proposals based on the results.
Four elements, individually or combined:
- Action-planning toolkit: a framework you can use on your own
- Deeper research – with qualitative tools and demographic breakdowns
- Joint development-plan workshop – GROW consultants with your HR and leadership team, building on the real results
- Methodology training – we hand over the framework and the mindset so your team can create generational action plans independently in the future.
Scan process
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Kick-off
60 minutesClarifying goals, scope and process.
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Questionnaire
2–3 weeksWe provide the validated tool; a ready-made guide and e-mail templates support your internal communication.
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Analysis
5 working daysBenchmark comparison and your organization’s generational profile.
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Final presentation
~2 hoursResults, market position and recommended next steps for leadership.
Generational tension points
Is it for you?
Generational tensions are present in almost every multigenerational team; the problem just isn’t always called by its name. The question is not whether they exist, but how big they are.
Complete the Generational Tension Point questionnaire in five minutes, and we’ll instantly show you the three areas that most deserve your attention right now!
6 question blocks · about 5 minutes · instant results, no email needed
Methodology
Eight measurable dimensions
Work ethic
Myth
“Young people don’t want to work.”
What we measure
Young people’s desire to take responsibility hasn’t disappeared; it simply appears in other forms and under other conditions, and this differs measurably between generations.
Intrinsic motivation
Myth
“All they care about is money.”
What we measure
What can be more motivating than pay? What is typical of each generation? Gen Z often aims for advancement, which can come across as a casual attitude at first.
Work–life balance
Myth
“Gen Z only cares about work-life balance.”
What we measure
Where the line between work and private life is drawn. In one large-company sample, it was actually Millennials who drew the sharpest line, but the reality differs from company to company.
Financial security
Myth
“Young people don’t think about stability.”
What we measure
The trade-off between pay and security plays a major role in decisions, but the patterns are often the opposite of what you would expect.
Workplace stress
Myth
“These days everyone burns out fast.”
What we measure
Patterns in handling workload and pressure vary, because not everyone is worried by the same things or in the same way.
Fear of obsolescence
Myth
“Older people are afraid of change.”
What we measure
Worry about knowledge “expiring” and the need for renewal do not depend on age in the way we might think.
Values-based work
Myth
“Young people are demanding, they want it all.”
What we measure
The need for alignment between work and personal values is a measurable pattern that does not depend on passing moods.
Recognition and reward
Myth
“Gen Z expects constant praise.”
What we measure
The expected form and frequency of feedback differ by generation, which is something you can plan for, not a whim.
We identified the dimensions through a factor analysis of more than 7,000 questionnaires and tested them in a pilot study at a large multinational company; the theoretical framework is Edgar Schein’s iceberg model – beyond visible behavior, we also uncover values and deeper assumptions.
Gen Z radar · REPORT
Attracting young people isn’t enough; you also have to keep them!
GenZRadar is GROW’s generational research study. Using a sample of nearly 4,000 secondary-school students aged 16–18, it measures how the next generation entering the workforce thinks about work – before their first day on the job. The summary is free – the first results arrive this fall.
SubscribeGenfluence is backed by GROW’s researchers and organizational development consultants.
Meretei Barbara
Senior consultant · trainer · coach
Lőrincz Orsolya
Managing partner · senior consultant
Ördög László
Partner · Business Lead · senior consultant · trainer
Dr. Hartyándi Mátyás
Senior consultant · trainer
Verdes Tamás
Operations team lead · Senior organizational development consultant · trainer
Kőrös Blanka
Consultant · trainer · coach
Salamon Dorottya
Organizational development consultant · trainer · mediator
Tóth Alexandra
Consultant · trainer · coach
Farkas Fanni
Junior consultant
Nagy Zsanett
Junior consultant
Behind the team: GROW Group
Since 1994, we have provided our clients with unique, high-value organizational and people development solutions. Making our clients' goals our own, we work in partnership with them to deliver tailored solutions to the problems we uncover.
From junior to C-level. Broad industry experience with multinational and Hungarian companies alike.
We adapt and redesign based on the current situation. We build the most suitable development mix.
Our integrated solutions serve business results. Every intervention aims for a measurable impact.
Let’s start by assessing your organization
Generational tension is not a flaw to be eliminated but a signal worth paying attention to. In a short conversation, we’ll show you what Genfluence would reveal and which level is worth the most to you right now: Scan, Track or Transform.