Boosting team effectiveness through inter-generational strategies
Abstract;
This article describes current thinking on the four main generational types (Traditionalists, Baby Boomers, X and Y Generations, their typical attributes and how to best utilise this diversity in the workplace and build team performance.
This is particularly of interest to libraries in light of our current recruitment and retention challenges and the recent changes in anti-discrimination legislation
Proceed with caution…..
Labels such as Baby-Boomer and X-Gen are to be used very carefully as stereotyping is considered poor leadership behaviour. The way we were raised and all of our experiences mould us into very different individuals and the good leader will be able to adjust their style to suit each person in their team.
However, the categories of thinking and value sets of each generation are useful in helping us develop our Emotional Quotient (E.Q) ; our ability to respond appropriately to our peers and colleagues and to be empathetic to their point of view.
The recent
Managing the differences between people isn’t some fluffy mumbo-jumbo. Workplace harmony makes good hard-nosed business sense. You organisation’s largest financial investment is in salaries and HR on-costs. Therefore making the most of each person and growing their capability will ensure the organisation’s outcomes can be supported by its team. Moreover, the risk of ignoring this issue may result in major initiatives and major investments in infrastructure, training and IT being undermined.
The Generational Types in a nutshell
Grey Tigers — Born 1900 to 1945
Also called the Radio Generation, Traditionalists and the World War II Generation, this group grew up with war-time rationing, mending and making do. A typical example from their lives was getting married and saving up for a deposit on a house while still living with the in-laws.
Their strengths are in their loyalty and high standards but they tend not to be risk-takers like other later generations who grew up with more comfortable lifestyles.
Baby Boomers — Born 1946 to 1960/4
This generation was the one responsible for rallies against war and student demonstrations.
They can be idealists and have a tendency to over-work. They change jobs regularly and need regular feedback.
It was the first generation to have faced unemployment and competition for work. Computers did not play a part in their earlier education.
Note – these two generations above are technically savvy and use the Internet heavily. Do not make the mistake that old dogs cannot learn new tricks!
Generation Xers — Born 1965 to 1980
This was the first generation to be surrounded in computer games and live in melded families or with single parents.
They tend to have a large life outside work and are intending to have several careers in their lifetime. Also known as the IKEA babies, they tend to seek out fashion in their décor, clothing and lifestyle.
Gen Y (Millennials) — Born 1981 to 1999
This group are very inquisitive having been exposed to technology throughout their lives and many more enrolling in tertiary education than previous generations. They are socially adept, great at team work and know no bounds. Research shows that they are not whingers – they want to solve the huge challenges ahead[1]
They want to know the reasons behind decisions and policies, hence the alternative name – “Gen Why?”
Those on the cusp
Some of you reading this will feel an empathy with several generations. For example, those born between 1960 and 1964 are sometimes called the Network Generation (N Gen). They are fairly technologically adept, great networkers and have the Boomer hard-working ethic.
Strategies for the workplace
Tips for working with traditionalists
· Respect their authority and value the contribution they have made throughout their career.
- Don’t expect them to be as open about their emotions as they tend to think this is unpalatable and unnecessary. However, be wary of falling into a parent/child method of communication. This can lead to blurring of responsibility and accountability. If you are the leader, you must lead.
· Use clear, well punctuated language and avoid slang or informal language
Making the most of Boomers
· Respect them - Acknowledge their experience and be willing to learn from them. Find out what has been tried before and why it worked or failed.
· Try to understand their competitive ethos – they may feel at risk and may not be willing to share information. The phrase ‘Dog eat dog” jumps to mind!
· Talk -Provide the option of conversation or meeting as a communication mode rather than always relying on email or text. Concentrate on them and do not do several things at once as your multi-tasking skill can be off-putting for them
· Show them – in adult learning terms they are kinesthetic learners. They like to be shown and coached to develop new skills and also to try things out.
· Learn politics – Boomers are brilliant at working the politics of an organisation. Watch and learn.
Working with Generation Xers
· Email and text are the preferred means of communication. Write concisely in bullet form.
· They work well if given the Vision and targets and use innovative ways of reaching them. Give them a long leash rather than micro-managing
· Have fun at work – your team can still reach goals and enjoy themselves on the way. However, do ensure they know the task in hand is important and that fun is not an end in itself.
· Make it clear who is responsible for each outcome and agree work plans.
· Respect their life outside work and do not expect a slavish attitude to their work.
- .
Working with Y Gen:
- Technology – they may not be satisfied with your level of IT available but they need to understand that a workplace is not likely to have every latest gizmo available. Encourage them to use what is there. They are likely to find innovative ways of using it.
- Give them meaningful tasks and keep them focused on outcomes.
- Provide regular feedback – email will do.
- Listen to them and respect them. They have a very different outlook and are keen to make a difference.
- Communicate using email and text. Ask them to keep you updated on the latest such as YouTube, MySpace and other e-communities.
- Tell stories – by painting a word picture of what the future Vision is for your organisation, they are likely to respond well.
Recruitment and retention
Every profession and industry is facing challenges in terms of attracting and retaining good people for their organisation. The following strategies are examples of how to make the most of your knowledge of inter-generational differences.
Traditionalists
Developmental opportunities are a likely way of retaining your team members are they cruise towards the traditional retirement age. In addition, offer flexible working such as project work and part-time hours to allow them the choice to fulfill their retirement dreams without losing their skills and giving them opportunity to continue contributing and earning.
Boomers
Providing means to more financial security through superannuation contributions and up-skilling with attract and retain this group.
In addition, regular team briefings for regular feedback are essential as the normal six monthly or annual performance reviews will not provide adequate opportunity for the encouragement they need.
X and Y Gen
This generation will respond well to unusual forms of advertising whether on the Web or using unusual graphics and ‘sound bites’’ in your adverts. Do not feel restricted by your corporate guidelines on advertising vacant posts. Talk to your HR department about differentiating your advert from the rest. This group is very open to negotiating their own contract terms and conditions so be open to them.
In terms of retention, flexible working, opportunities for shadowing and coaching and project work will give them the stimulation they require.
Understand that these people will move on and it is still worth developing them.
Conclusion
Use these models wisely and avoid the trap of stereotyping your co-workers.
Continually develop your team in terms of EQ and their understanding of each others’ values, tendencies and preferred working styles.
Finally, a few words from the great Douglas Adams, author of The Hitch-Hiker’s Guide to the Galaxy
1) Anything that is in the world when you were born is normal and ordinary and is just a natural way the world works;
2) Anything that is invented between the time when you are 15 to 35 is new, revolutionary and exciting and you can possibly get a career in it;
3) Anything invented after you are 35 is against the natural order of things.
Further reading
Generations at Work: Managing the Clash of Veterans, Boomers, Xers, and Nexters in Your Workplace Ron Zemke, Claire Raines and Bob Filipczak
What's Behind the Work/Family Backlash? Dr. Mary Young
"Generation X", Camilla Berrens, New Statesman and Society, v 7-8, February 3, 1995, pages 22-23
Welcome to the Jungle: The Why Behind Generation X, Geoffrey T. Holtz,
Baby Boomer Leaders Face Challenges Communicating Across Generations Christine W. Zust
Web sources
www.mayoclinic.com Mayo Foundation for Medical Education and Research
About the author.
Fiona Emberton, MCILIP and AALIA began her career with Marks and Spencer in the 1980s. Since then she has worked in schools, local and central government in various roles including Executive Director in the State Government in
She identifies with the N Generation!
posted by Fi Emberton at
4:49 AM
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