10 TIPS FOR WORKING WITH GENERATION X"
Expanding on research conducted by Bruce Tulgan, a New Haven, Connecticut consultant, Frankel has developed a list of 10 tips for how managers can bring out the best in the post-baby-boomer group of workers born between 1963 and 1977.
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CONTACT:
Kim Finger, Ph.D.
Corporate Coaching International
540 El Dorado Street, Suite 102
Pasadena, California 91101
Phone: 626.405.7310
Fax: 626.405.7312
Email: Kim@corporatecoachingintl.com
Web Site: www.corporatecoachingintl.com
10 TIPS FOR WORKING WITH GENERATION X"
Pasadena, California-April 12, 2002- The perpetual workplace conflict between generations isnt all that tough to resolve, claims Dr. Lois Frankel, President of Corporate Coaching International, a Pasadena, California-based consulting firm. How Generation 'X views baby-boomers is no different than how baby-boomers viewed the previous generation of depression-era workers," she explains. A given point in time defines the worker and his or her expectations of management."
Expanding on research conducted by Bruce Tulgan, a New Haven, Connecticut consultant, Frankel has developed a list of 10 tips for how managers can bring out the best in the post-baby-boomer group of workers born between 1963 and 1977.
1. Schedule bi-weekly 1:1 meetings to exchange information and feedback. This provides an opportunity for you to ask what the employee needs from you to ensure his or her success and for you to provide both developmental and positive feedback.
2. Give choices related to working hours, methods, etc. Its not always possible to provide complete flex time or a 4 day work week, but provide as much flexibility as possible to allow for independent decision-making and action. Resist the temptation to micromanage.
3. Show a personal interest in the employee. Gen Xers" want to be appreciated for their individuality. Get to know their outside interests, what motives them, what de-motivates them, etc.
4. Identify the Gen Xers" key strengths and put them to good use. They enter the workforce thinking they know more than many people who have been there for years -- and they sometimes do! Access to internet information and other learning opportunities give many of them an advantage over more seasoned, but less technically savvy, workers.
5. Identify barriers to success and provide a choice of development opportunities. Rather than send a Gen Xer" to a workshop or training program, let him or her choose from an array of learning methods. Theyre used to having choices around how they learn.
6. Use the Platinum Rule, Not the Golden Rule: Treat others as they would like to be treated. Dont assume what works for you or someone from your generation will work equally well for a Gen Xer." Ask them how they like to learn, how they like to receive feedback, and where they see their careers going.
7. Clarify the quid pro quo in the working relationship. Gen Xers" dont work for the money. They work for all sorts of other reasons. Youve got to be able to tell them what you have to give in exchange for what they want.
8. Think short-term. This is a group used to instant gratification and frequent change. Dont expect them to be thinking about retiring from the company with a gold watch in 30 years -- theyll never make it. Similarly, when giving assignments, make sure there are built-in short-term benchmarks.
9. Continually dialogue with Generation X." Theyre accustomed to receiving lots of information and having input into things that impact them. If youre thinking about changing a particular process, asking for their ideas upfront will save you having to deal with resistance later on.
10. Remember: never try to teach a pig to sing - it frustrates you and annoys the pig. Dont expect Generation X" to be like you, youll only wind up creating an even wider generation gap.
For more information about the differences between the generations or to schedule an interview with Dr. Lois Frankel, contact Dr. Kim Finger at 626-405-7310 or Kim@corporatecoachingintl.com
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