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JUGGLING THE GENERATIONS:
WELCOME TO THE NEW WORKPLACE
by William Chambers,
CEO, Executrack, Inc./OI Partners, Inc. Atlanta,
GA
Welcome to the new workplace.
A typical workplace today can consist of four generations-the
Elders, either nearing retirement or returning to
work, the Baby Boomers, Generation X and Generation
Y, the latter born between 1979 and 1994 and now
entering the work world.
While Generation X (born between 1965 to 1977) represents
only 20 percent of our population, these 52 million
individuals are challenging traditional work ethics
and management techniques. They know the work-for-life
model no longer exists. In fact, the average job
tenure is down to four years and expected to change
even faster. It is estimated that those who entered
the workforce in the 1990s will change jobs nine
times before they reach the age of 32.
Gen X is forcing us to take a closer look at the
way we operate our businesses and treat employees.
They have come of age when companies are competing
for the best and brightest while striving to retain
star employees. Tied in with that is the challenge
of meeting the often conflicting demands and needs
of other age groups.
To effectively manage this diverse workforce managers
must take a close look at the belief systems, as
they relate to work, of each generation.
Give me...or I'm outta here
Gen X is bringing a dramatic change to the workplace.
For the most part, they are ambitious and eager
to reach career milestones. Unless they get what
they want they often switch jobs. They want a sense
of purpose, passion and personal involvement in
their jobs and place a higher value on their career
objectives than their employer's business goals.
They will stay as long as they are challenged and
are increasing their skills.
Unlike the Boomers, who built their careers slowly
and methodically and waited until their 30s and
40s to go out on their own, Gen Xers are undertaking
entrepreneurial ventures much younger and are seeking
the skills that will take them closer to that goal.
Been there, done that
This distancing of the generations at work also
effects the Elders, those in their 60s.
They tend to be loyal, stable, hardworking, detail-oriented
and dependable. They want to know their opinions
and experience are valued and welcome the chance
to serve as mentors to younger workers. But they
can also create problems, particularly regarding
technical know-how. Like the Gen Xers, they want
to learn, but not at the same pace.
The workplace also includes some fledgling workers
from Generation Y. Numbering 60 million and the
largest generation since the 77 million Baby Boomers,
Generation Y will bring additional changes to the
workplace. Brought up in prosperous times and computer
users since childhood, they easily adapt to change,
are used to constant stimuli and expect instant
information and answers. Consequently, they will
probably have difficulty understanding that things
in the business world take time.
Shifting loyalties
Job security is a top priority for the Elders. Traditionally,
in exchange for unwavering loyalty to the company,
they were guaranteed a job for life. Today, one's
tenure with the company or hard work are no longer
factors. What is important now is the value the
worker brings to the consumer.
With Gen X, we're experiencing another loyalty --
to one's self. Unafraid of challenging the status
quo, they're asking for and receiving what they
want. They will work hard and smart for employers
who offer challenges, opportunities for growth and
who will allow them to balance their work and personal
lives.
Who's the boss?
As loyalties continue to shift, so must our leadership
skills. Management is now working with an employee
who questions the limitations of authority and who
can astutely evaluate leadership styles.
So, how do we keep this diverse group committed
to the job and company while respecting their individual
differences? Consider the following:
Focus on goals - Because of value-driven
differences of opinion, workers can easily lose
sight of objectives. Managers must distinguish between
lively debate and a stalemate and help resolve problems
without dampening enthusiasm or disparaging anyone's
opinions.
Make everyone feel included - Keep an open mind
and ignore age as a factor. Encourage each generation
to mentor the other. Make them feel valued and that
their opinions, experiences and skills count.
Break the bonds of tradition - Expect resistance
when changing the status quo. Older employees may
want to proceed with caution, while younger ones
will want to move ahead without worrying about risks.
They may see it as a route to advancing their careers
and skills while older employees might worry about
performing adequately.
Invest in talent - Help employees develop
the skills to succeed within the company and in
their careers. Work toward giving everyone an equal
footing. Offer older employees courses on how to
use the Internet. For younger ones, provide executive
development programs. Subsidize further education
that is not job related.
Show them the future - Tell them where the
company's going, how they fit in, and how to prepare
for the future. This can help carry them through
"dark times" or temptations from competitors.
Little changes make a big difference - Good
people leave bad bosses not bad companies. Our complex
workplace requires a kinder, gentler, more collaborative
type of management. At a time when employees are
less likely to tolerate inept managers, it makes
good sense to call in an executive coach to correct
problems before they intensify. The coach will assess
the problem and offer solutions, speed up the learning
process and ensure that the changed behavior sticks.
Build it and they will come and stay - Employees
of all ages place a high value on balancing their
work and personal lives. For example, employees
nearing retirement might want to scale back their
hours. Gen Xers with children will seek a job with
flexible hours. Offer the option of telecommuting.
If you think times are confusing now, wait for the
next generation. Your competitors are getting ready.
Are you?
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