By Fiona Emberton
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 our team members
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 UK legislation to combat age
discrimination drives the issue of
inter-generational management to the top of the
agenda. It is more important than ever for our teams
to grow their EQ and to relate to the varying
generations that are now being actively encouraged
in our workplaces. In addition, our profession is
facing increasing pressures on recruitment and
retention and therefore strategies that help these
key human resource issues are more valuable than
ever.
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 other 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 severe unemployment, mass
redundancies and competition for work as the norm
rather than a passing economic phase. 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 net workers 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 language and avoid slang.
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 eats 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.
- Anything that is in the world when you were
born is normal and ordinary and is just a
natural way the world works;
- 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;
- Anything invented after you are 35 is
against the natural order of things.
Check out Fi’s Blog where you can find
up-to-the-minute news on library innovation. The
Blog address is
http://fionaembertonblog.blogspot.com
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, St. Martin's
Griffin
- Baby Boomer Leaders Face Challenges
Communicating Across Generations Christine W.
Zust
Web sources
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 Queensland until she began
consulting in 2003. She now works internationally.
Her email address is
fiona@embervision.cc |
Bronwyn
Ritchie's
