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.

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.Â