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Building a Bridge Between Generations by Linda S. Eck
Mills, MBA, RD, FADA, LDN Managers need to understand that twentysomethings are a different generation. Most mangers don't realize that it takes a different style. To work together as a team, the manager needs to first understand their employees and what they are looking for in an employment setting. Then the manager needs to take steps to build a bridge between the generations in their department. There are 10 things managers do that drive their younger employees crazy. Give raises that are virtually meaningless (a few cents an hour) and give the same amount to everyone. Give insincere, gratuitous "thank you" and pats on the back. Throw people into jobs they're not trained for or qualified to do and then reprimand for poor performance. Allow the workplace to be disorganized, cluttered, or dirty. Share the stress of a visit from a district or corporate visitor with the whole staff. Answer questions with. "Because I said so", or an answer that reflects that attitude instead of explaining why the employee needs to a task. Overlook unacceptable behavior from some staff members, but not others. Ignore employee opinions and ideas. Fail to give feedback and regular performance reviews (which are given on time). Micromanaging employees instead of providing them direction and then letting the employee do the job. Managers need to realize that this is a new generation quite different from where they were at that age. There are seven steps to building a bridge with this generation - appreciate them, be flexible, create a team, develop them, involve them, lighten up, and walk your talk. Appreciate them - show you care. Although everyone appreciates recognition, young workers desperately want and need to know when they've done something well. Recognition is not commonplace in business today and a paycheck isn't enough anymore. Appreciation is ultimately an attitude. It will be reflected in the way you speak to and listen to your people. You need to select strategies that fit your work culture and your personal style. But even more important, you will want to choose the type of recognition that fits the individual. For example, go out of your way to thank someone who has done a good job both privately and in front of others. Give a half-day off for high performance - freedom and time are important to Generations Xers. Consider giving coupons for fast food to young workers trying to live on a shoestring. Send birthday cares to everyone on your staff. Be flexible - be as flexible with the schedule as you can. When it doesn't interfere with getting the job done, allow employees to come in an hour earlier so they can get away for the soccer game or to pick up the kids from day care. Let people swap shifts as long as it's clear to you who is working when. Be sensitive about religious holidays. Your staff may include people with a variety of beliefs. Offer cafeteria-style benefit packages. While a great 401 (k) program may not have much appeal to some Xers, they may get excited about being able to "buy" an extra week of vacation. Create a team - show an interest in your people. Learn about them and their interests. Use team language such as "coaching" and "goal". Hold regular staff meetings so you can work as a team to learn about business priorities and work through issues together. Be a coach and people-developer. Be your employees' greatest supporter. Pull a team together to explore a possible community service project. Develop them - institute a mentorship program. Educate your people about your business. Everyone should know what the goals are, how they'll be measured, where the business is this year compared to last year. Remember WIIFM - "What's in it for me?" - when giving assignments. Employees want to know the benefits of what they are doing. Take an employee or two with you to district meetings and corporate gatherings. Involve them - your employees are much more likely to do a good job when they feel their opinions are valued. When they're involved in a decision, they have ownership in it. Your bottom line results will increase dramatically when your front-line employees feel they "own" the business. Take time to work side-by-side with each staff member, letting them know you want to learn innovative practices from them. Solicit suggestions about how to improve processes. Take the mystery out of decision making by letting the staff know how decisions are made in the organization. Lighten up - Generation Xers grew up in pretty serious times. They are looking for some fun and they say it's a priority for them on the job. Since we don't work in an emergency room, keep in mind that while work is important, even very important, that life will probably continue pretty much as we know it, even if the details at work aren't quite the way you wanted. So, why not post cartoons that take a humorous look at issues facing your and your staff. Let employees choose music to work by. If customers are affected, you will need to take them into account also. Have a dress-down day where everyone wears their favorite baseball hat or their favorite band T-shirt Walk Your Talk - As a manager you are a "weather setter" for employee morale. If we are upbeat, the day at work is likely to be clear and sunny. Sometimes we forget what an impact we have on employees. Employees who are treated poorly turn right around and treat customers as they are treated. Model the attitude and behavior you want from your employees. Think of your employees as customers; treat them with the quality of respect you give a key customer. Welcome employees with a smile, thank them, and get to know them as people. Don't pass the buck by telling staff they have to do something because "the District Manager said so" Discuss new policies that come from above with the appropriate people until you feel you can honestly stand behind them. Don't let these suggestions overwhelm you. Start now to work on building that bridge piece by piece with one employee at a time until you have a complete team with all employees built. Managing with excellence is mandatory in today's highly competitive business environment. ©
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