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ASK
OUR EXPERTS...
How do I go about mentoring, motivating and retaining employees that
are so different?
By Sara Lee of S. Lee H.R. Consulting Inc.
Have you ever thought about the things that influenced your
generation? Events that impacted you significantly and changed your
perspective? By investigating the impact of generational differences, it is
clear how relevant our experiences are to how we approach business and
relationships.
Our world is more complex than ever. We no longer have two generations
trying to work together. And we thought that was complicated! Now we have
four distinctive groups interacting in the workplace. The Traditionalist
(1900-1945) was influenced by Pearl Harbor, Hiroshima, Dr. Spock, Alfred
Hitchcock, John Wayne and Betty Crocker. They grew up under the shadow of
the Great Depression and felt extremely lucky to have a job. The Baby
Boomers (1946-1964) were influenced by Watergate, Woodstock, Martin
Luther King, Captain Kirk, the Beatles and the Stones. Their career
progression was difficult as they had to compete with millions of their
peers. Generation X (1965-1980), on the other hand, has been
influenced by the former Soviet Union, Chernobyl, Starbucks, the internet,
Bill Clinton and Bill Gates. They grew up seeing businesses downsize and
lost trust in the system.
Our most challenging generation to manage today are the Millenniums
(1981-1999). This generation has been influenced by virtual and real
places: chat rooms to Dawson Creek, from cyberspace to outer space. People
like Prince William, Britney and Backstreet Boys have shaped the minds of
our future. And let’s not forget, they resent the baby boomers for leaving
the planet a mess when they were supposed to be the ones to clean it up!
To develop strategies in managing these generations we need to understand
these influences. Do not offer Traditionalists all the latest technology
without helping them become comfortable with the idea of it. Reassure the
Baby Boomers that they have an opportunity to put their stamp on things and
that their careers include visibility and challenge. Generation Xs need you
to demonstrate how the skills they are developing will serve them in the
future. Millenniums are not afraid to ask for specifics about their career
path, even on their first day. So be prepared to answer that question. These
generational differences are not going away. We have to take the time to
learn about what makes each group tick. It’s really that simple.
For more practical HR advice, contact Sara Lee of S. Lee H.R. Consulting at
403.870.5253
www.leeconsulting.ca
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