School of Management 2002: Managing Multiple Generations
Jean Seawright Pileggi shares tips on how to manage employees that span multiple generations.
Published February 20, 2002
At Lawn & Landscape's School of Management in Charlotte, N.C., Jean Seawright Pileggi, Seawright & Associates, Winter Park, Fla., shared with attendees that each employee, depending on their age, responds to different managment styles. Here, Seawright shares tips on how to manage employees that span multiple generations:
Veterans:
Use clear enunciation and good grammar. Include “please” and “thank you” and avoid profanity like the plague.
Take time to orient veteran employees. They like to know what to expect, what the policies are and who’s who.
Bring them up-to-date on the history of the organization and the department.
Emphasize long-term goals and show them how they contribute.
Be prepared to train this group in technology.
Don’t rush training. Find older trainers to train veterans.
Use large text in printed materials.
Use the “personal touch.”
Coach tactfully. Be respectuful.
Baby Boomers:
Let them know their experience will be valued. Boomers have put in their time and they want to know they’ll get credit, and respect, for their accomplishments.
Focus on challenges. Boomers want to solve problems and turn things around.
Get to know Boomers as individuals. They value personal reltationships and unique, personalized treatment.
Boomers often need development in strategic planning, budgeting, coaching skills and all the “soft stuff.”
Give Boomers lots of public recognition.
Reward Boomers’ work ethics and long hours.
If you’re blaming, they’re not listening.
As questions to get the answers.
Respect them, but not the way you would a veteran (i.e., don’t call them “sir” or “ma’am.”)
Generation Xer’s
To recruit, include the phrases, “We want you to have a life,” and “hands-off supervision” at least three times during the interview.
Xer’s hate BS. Give it to them straight.
To Xer’s – change equals opportunity.
Forget warm and humane treatment. Xer’s want a fun, relaxed place to work.
Stress the technological innovations at your company.
Xer’s tend to read less than their older and younger cohorts. Keep training materials brief and virtual.
Give them projects versus duties, and let them juggle and prioritize so they feel they have control over their work.
Remember, a little freedom goes a long way!
Generation Yer’s
Have a need for supervision and structure.
Need training on how to deal with difficult people issues.
Give them creative work.
Establish mentor programs. Yer’s will work best with Xer’s.
Good at multi-tasking.
Technologically savvy.
Value diversity and are very comfortable with it.
Most popular career choices are: education, medicine, business, computers, law and psychology.
Big spenders but recognize the need to work hard to achieve good things.
