Multi-Generations in the Workplace

This two part article briefly explores the workplace phenomenon of three generations working side-by-side. It identifies some of the differences between us, in how we work, and in our motivations and ambitions. These differences, like any, pose challenges in working together.

This first part looks at our differences as an opportunity to build on varying perspectives, and skill sets, and how that can result in a dynamic team with innovative thinking.

Introduction
Do you find the workplace environment of Baby Boomers, Generation X and Generation Y, difficult to manage or work in? It's true, it's a diverse mix of individuals born across a span of over 50 years, whose values and experiences were shaped differently; but shouldn't we be looking at this as another kind of diversity between us?

Although there are differences in how Gen X relates to Baby Boomers, and Gen Y perceives either of them, it isn't good judgment or management skills to put parameters around groups of individuals. As individuals, we each have specific needs, strengths, and weaknesses.

Let's recognize the diversity of workplace generations by accepting that the sum of all the generations is greater than each of its parts.

So, how can we harness the skills, experience, and diversity of each of these demographic groups? By creating multi generational teams, we can cross the boundaries of time - in knowledge, experience, and skill - and recognize the value of each individual and what their perspective brings.

Who's Who in the Multi-generation Mix?
Let's look at the general breakdown of the generations for a quick review.

Baby Boomers, born early 1940s to early 1960s, aged between mid 40s and 60
Gen X'ers between 20 and 40 years old, born early 1960s to early 1980s,
Gen Y, or the Millennials, born early 1980s to early 2000s, with the majority of them coming of working age now.

The information below, published in 1999 in Canada One magazine, in an article entitled, The Wounded Healer, Generation Gaps in the New Workplace, by Michael E. Rock, Ed.D, shows the general beliefs of how boomers and X'ers differ in their approach to work.

Take a look at the list below - do you recognize yourself, your direct reports, or your co-workers? Think about how understanding the different ways in which we each respond and act, can be helpful when planning teams, and assigning tasks.

Gen X

· Constantly questions decisions

· Bring flexiblity

· Gripe about senior managers

· Bring comfort and an ease with change

· Seize opportunities

· Like immediate gratification

· Ask, "What's the deal?"

Complain that Boomers:

· Are promoted based on tenure vs. performance
· Are too slow in making decisions
· Just can't "get on with it"
· See the evolving workplace as the workplace of the future.

Boomers

· Work long hours
· Do what they're told
· Want things in order
· Struggle with change
· Wait for opportunities
· Ask "Who's in charge?"

Complain that Gen X'ers:

· Are not loyal
· Just do "their own thing"
· Don't stay with something long enough, don't dig deeply into something
· See the workplace environment as a "phase" and are waiting for things to get back to normal

I hope this article shed some light on how to make generational differences an opportunity to improve how we work together. In Part II, we'll look at what Gen Y does differently and what steps you can take to make working together easier.

Please give me a call if you'd like to talk about your multi-generational challenges, or if you have any questions about your learning or tranining needs.

Regards,

Ruth Kustoff, Principal
Knowledge Advantage - It's What Works, LLC

Visit Knowledge Advantage at http://www.knowledgeadvantage.biz

Knowledge Advantage - It's What Works, LLC helps clients solve business challenges around knowledge management, information dissemination, on-boarding and other training requirements. We identify educational and technology solutions that improve staff retention, motivation, and productivity -- improving individual performance success for greater organizational success.

On-boarding Improves Productivity

As we all know, the cost in time and dollars of hiring a new employee and getting him/her up-to-speed is tremendous.

On-boarding programs have now become a requirement, not a nice-to have. To remain competitive and to retain newly recruited talent, on-boarding has become a necessity.

Knowledge Advantage supports organizations in their efforts to design and deliver on-boarding programs. We identify the best type (delivery and content) of on-boarding programs for an organization based on its needs, culture and type of new hire.

Our Summer 2006 newsletter
http://rs6.net/tn.jsp?t=ags8qjcab.0.0.d4kxsvbab.0&ts=S0316&p=http%3A%2F%2Fknowledgeadvantage.biz%2Fnewsletters%2Fsummer2006.htm&id=preview addressed the benefits of online on-boarding programs. Now, a study completed by the Aberdeen Group, has provided the data to support this.

The report, "All Aboard: Effective On-boarding Strategies and Techniques," is based on surveys and interviews with nearly 800 HR/HCM and business-line managers at organizations around the world, the majority located in North America.

The findings in the Aberdeen study show that new employees who complete on-boarding are able to achieve higher levels of productivity more quickly in their new positions.

The study found:

· 71 percent of organizations surveyed list new-hire retention as the top reason they pursue on-boarding.

· 100 percent of best in class improved the retention rate of new hires during the past year.

· 86 percent of all survey respondents concur that new hires make their decision to stay at the company within the first six months on the job.

· 68 percent of best-in-class organizations describe their on-boarding solution as automated (either partially or fully) - in comparison, 56 percent of laggards describe their on-boarding solution as paper based.

· 84 percent of best in class provide a formal new-hire training program.

Visit the Knowledge Advantage website to learn about our 5 step process The Building Blocks to Performance Success and how your organization can build a more productive and successful workforce.

Thank you for taking the time to read this letter. I hope it was helpful and informative. I look forward to hearing from you to learn about your on-boarding needs, and business challenges that impact staff performance.

Regards,

Ruth Kustoff, Principal
Knowledge Advantage - It's What Works, LLC

Visit the Knowledge Advantage website at http://www.knowledgecoach.com/

Knowledge Advantage works with clients to solve business challenges around knowledge management, information dissemination, on-boarding and other training requirements.
By creating processes that help improve retention, motivation, and productivity, we improve individual performance success that leads to organizational success.