the changing workforce: managing people who aren't like you

Copyright© by 2010 InfoComm International®

The Changing Workforce: Managing People The Changing Workforce: Managing People Who Aren’t Like Who Aren’t Like YouYou

Bill Sharer, CTS, MBABill Sharer, CTS, MBADirector of Global Sales, Verrex CorporationDirector of Global Sales, Verrex Corporation

Philadelphia, PA RoundtablePhiladelphia, PA Roundtable

April 14, 2011April 14, 2011

Copyright© by 2010 InfoComm International® 3

The GenerationsThe Generations

► Generation Y:Generation Y:Born since 1980, under 30 (21%)Born since 1980, under 30 (21%)

► Generation X:Generation X:Born 1965-1979, age 30-45 (29%)Born 1965-1979, age 30-45 (29%)

► Baby Boomers:Baby Boomers:Born 1946-1964, age 46-62 (42%)Born 1946-1964, age 46-62 (42%)

► Matures:Matures:Born before 1946, age 62+ (8%)Born before 1946, age 62+ (8%)


Implications for Management►Like it or not, the workforce is changing►One generation isn’t better or worse, just different►Generations see the world based on their

experience-especially in their early (formative) years

►Biggest single factor is experience with adversity►Easiest to manage people who are like you►Rather than fight it, learn to adopt it►Failure to adapt causes turnover


Implications for Management►People don’t leave companies. They leave people.

Work on your culture.►People change jobs more often. Average 37 year

old may have had 11 jobs!►What’s obvious to one generation may be a

complete mystery to another►No matter how they define it, they all want success►You don’t need to relax your standards


Management Approach►Understand general characteristics and beliefs►Try to establish preferred work environment►Recognize the impact of technology: it’s huge►Make appropriate management interventions►Build reward structure around generational values


“Mature” Generation Characteristics

► Born before 1946► Stable, hardworking► Earned entitlement► Conservative► Security-minded► Returning to/staying in workforce

longer► Ambivalent about retirement► Aware of limitations► Nothing to prove► Seek a sense of purpose► Possess vast tribal history


Preferred Work Environment

► Intellectually stimulating► Not overly stressful► Loyalty and tradition

respected► Encourages mentoring► Rules evenly applied/fair play► Control over hours/part-time

options► Offers purpose


Attitudes About Technology

► Digital immigrants (reluctant)► What’s all the fuss about?► Prefer simplicity and functionality

over gadgetry► Will learn what they need► Not generally inquisitive of

adventurous


How to Manage Them

► Allow/encourage them to mentor► Let them control their own work► Hold accountable with light reins► Permit flexibility – even flex hours► Respect wisdom and experience

without patronizing


Reward Structure

► Security-oriented benefits► Retirement programs► Generous PTO► Medical coverage► Tokens of appreciation


“Baby Boomers” Characteristics

► Value competence► Longer-term view than younger

workers► Education and experience

entitlement► Lots of experience at rocking the

boat► Generally optimistic► Tend to be materialistic► Value convenience and “the good

life”► Most married more than once,

half have no children


“Boomers” Preferred Work Environment

► One that fosters teamwork► Process-oriented culture► Everyone’s rights respected

(especially theirs)► Efficiency is important► Respect traditional ways (when

they work right)


“Boomers” Attitudes Towards Technology

► Digital immigrants► Widely varied: some embrace,

some resist, some indifferent to it► Varied levels of competence:

some great, some awful► Will usually learn what they must


How to Manage “Boomers”

► Ask for their ideas► Set clear expectations► Credit their experience► Avoid micro-management► Focus on big picture► Stress relationship building► Challenge them► Keep reviews informal


“Boomers” Reward System

► Money► Recognize/appreciate long hours

and hard work► Regular coaching and individual

dialogue► Enable personal and professional

fulfillment► Reinforce security► Use symbols of achievements

(awards, etc.)


“Gen X” Characteristics► Independent-minded: many were latch-

key kids► Half experienced a parental divorce► Entitlement from education and hard

work► Haven’t experienced much

unemployment► Don’t buy corporate “rah-rah”► Skeptical: seen too many people

screwed► Employment is a contract: I will if you

will► Pride themselves on multi-tasking► Seek work-life balance (can be

helicopter parents)


“Gen X” Work Environment Preferences

► Won’t be slaves to a system► Emphasizes outcomes over tasks► Complicated procedures avoided► Outcomes over tasks—

emphasizes resourcefulness► Want to try new ways to do it► Reasons for change are given► If you do your part, I’ll do mine


“Gen X” Attitudes Towards Technology

► Digital natives. Grew up with it► Not intimidated by it, but not

always a slave to it► Take it as a “given” and accept it► Appreciate it but see its

limitations► No trouble learning or using it


How to Manage Generation X

► Give a project, let ‘em to do it► Be consistent► Offer career growth and

opportunity► Express goals in mid-range terms► Keep score► Encourage critical thinking► Recognize good performance► Push and challenge them


Generation X Reward System

► Pay for results, not tenure or conformity

► Provide what makes them more valuable

► Offer “creature comforts”► Surprise them with “random acts

of kindness”► Public recognition► Credit and appreciation for

achievement► Time off might go further than

money


Generation Y Characteristics

► Situation ethics prevail► Question everything► Instant gratification► Few basic skills but dazzling with

technology► Highly mobile► Little experience with adversity► This is my job, not my life► Rules were made to be challenged► Social and sociable► Won’t suck up to you. Will stand up to

you.► Think globally► Entitlement because I am me► Some may have had “helicopter moms”


Generation Y Preferred Work Environment

► Fast paced, dynamic► Informal and unstructured► Allows and encourages fun► Shouldn’t always have to be there► What’s this regular hours thing?► Company needs to have a social

conscience► Allows individuality► Embraces diversity► Project-driven over career driven► Frequent new challenges


Attitudes Towards Technology

► Digital natives► Never knew a world without it► Can’t live without it, Dude► Every problem has a technology

solution, every question a technology answer

► Need the latest and greatest► Technology is just cool► Don’t understand why others

don’t understand


How to Manage Generation Y

► Give explicit instructions► Explain why► Be candid and direct► Make expectations clear► Allow socializing► Set a good example► Don’t get angry at pushback► Respect them► Take a personal interest in them► Engage in dialogue, not debate► Don’t make them work in isolation


How to Reward Generation Y

► Technology “toys”► Public recognition► Reward performance, not tenure► Create/allow social opportunities► Respect their talents and skills► Train and mentor them► Encourage fun on the job► Let them control their

environment