The workplace is very different than it was 20 years ago. In the past, employees perceived their managers as heroes. These heroes were leaders who solved problems efficiently and created solutions effectively.

But today, things have changed.  The workplace is a diverse and incongruous environment.  The type of hierarchal management that used to be the accepted norm is disappearing as new generations emerge.  With Generation X and Y controlling over 50% of the workforce, New demands have surfaced; they are looking for a different kind of leader.  They want a manager that doesn’t dictate to employees, but instead coaches them.  They are looking for a leader who is also a good mentor and is willing to listen.  And most importantly, they want a manager that represents team collaboration. 

The average large US company will lose 30-40% of its workforce in the next 5 years.  For organizations to survive and succeed in today’s environment, leaders must learn how to connect with the new generation of workers.

Recession? Yes, while some companies are seeing shrinking FTE numbers many other companies are searching for good employees. Sure they can find warm bodies but not ones they want to hire.  

The Bureau of Labor Statistics told us several years ago that over 500 industries were going to be hurting for new - talented- employees due to the rising Boomers retirement rate. The Bureau just announced that the Boomers are starting to retire at a rate of 10K per day.  Recession or not- Boomers are retiring- in vast numbers.   

For many industries the hunt is on for new talent- not just a warm body to fill the FTE quota - but talented employees.  For example the nursing industry is experiencing an average turnover rate of 35%. The Petrolatum industry can’t find employees to train and when they do this young talent leaves before the training is over. Retention is very difficult. Many hospitals are telling me that young nurses stay a year - then leave -looking for another place to work.   

There are many problems and just as many solutions. So lets tackle one of these. 

Over 57% of today’s workforce is made up of Generation X ( Gen X) and Generation Y (Gen Y) age groups. These are employees that were born between 1965 - 2000. The problem is that many companies aren’t aware that their turnover rates from these two groups is due to the fact that the organization is not Gen X/Y friendly. These two groups have very different values and work ethic than the previous two generations ( Boomers and Traditionalists).  One issue is that when a Gen X or Y employee encounters a hostile work environment or culture- they leave. Often times without notice. Many of my clients are reporting that they have had a Gen Xer or Yer leave at the lunch break. When the manager went looking for them- he/she would find their ID badge and keys on their desk - no note- no warning- just left. I had one restaurant client tell me that it was their cashier that left- just before the lunch rush. The employee just walked out the front door- never to be seen again. 

The future clearly belongs to those organizations that can connect, motivate and inspire each of the four generations that is currently in the workplace. 

Organizations, managers and leaders need to understand each of the generations, what drives them and what each is looking for in the work environment. 

One key is to eliminate the “pay your dues” “or bully” mentality of the traditionalist (born between 1922-1945) group. Both Gen Xers and Gen Yers are products of the “awareness of the child” years. As parents we worked hard to raise our child’s self-esteem and wanted to hear their opinions they were not to be “seen and not heard” like us. For example: they were given a voice on “where should we go for dinner” and “what do you want for dinner.” They were given a voice on everything from - shopping for clothes, food, to playing sports- like t-ball, and karate lessons - etc. Now they are in the workforce- and they expect to have “voice” and have their opinions heard. 

Bullying and “paying your dues” is seen by these Gen Xers and Gen Yers as childish and creating a hostile work environment.  Many won’t put up with this behavior long- so they leave looking for a more Gen X/ Gen Y friendly company.   

Companies must change- and become the Employer of Choice by moving to being seen as a Gen X and Gen Y friendly organization.  

Contact the author for more information. 708-836-0118, 

or www.deannedemarco.com

Yesterday, I was conducting management training to some new “Generation X” managers. One of the skills this group struggeled with was knowing how to improve performance with their employees. The general approach of this group was laid back, and more of a passive management style.  

This group of managers wanted employee commitment to work goals, yet also wanted to remain flexible with their employees. Striking  a good managerial balance was the key struggle.   

One stratgegy I gave them was a 3-step method. First,  describe what the employee is doing that is creating a problem and express why that behavior is a problem. Second, be specific about what the employee is to be doing. In other words, clearly specify the desired behavior. Lastly, explain the consequesses both positive and negative.  The employee needs to clearly understand the importance of their actions or behaviors. In summarizing the discussion, the manager needs to express confidence that the employee will be able to help the team achieve desired goals.�

As I travel around the country speaking, managers are always asking me how they get their Generation Xer to reach higher performance standards.

Unfortunately, most managers don’t realize that many performance issues are due to lack of respect issues. On the first day of work the Xer expected to use their education and skill sets to make a difference.

Their Boomer managers expected them to “pay their dues,”  just like they did. The result -Xer’s feel they are not being respected for their skill sets and in return managers feel they aren’t being respected also. The result is lower productivity and increased tension from both parties. 

One tip: The manager needs to have an informal  discussion with the employee and discuss how the Generation Xer skill sets could best be utilized in the up-coming project or business issue. The manager needs to use a “pure” coaching style with the employee in leading the discussion.     

For tips on how to manage this workgroup go to my free article on the GenXer Factor at http://www.deannedemarco.com/articles/genx-friendly-workplace.htm

To learn more on how to use a “pure” coaching style at work check out my free article on Coaching at:

http://www.deannedemarco.com/articles/deliver-results-thru-coaching.htm

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