Impact Today™
Friday, October 31, 2008
Throwing cold water on the idea
There is a definite disconnect in many offices where Baby Boomers conflict with Generation X’s trying new ideas.
In one office a stubborn baby boomer had a reputation for being negative.
“Why does he always throw cold water on our ideas?” asked one of the Gen Xers of his peers.
“Cold water naturally occurs when hot air comes in contact with thin ice,” replied another.
The group then decided they need to do a better job thinking things through before presenting the boomer with an idea.
There is a definite disconnect in many offices where Baby Boomers conflict with Generation X’s trying new ideas.In one office a stubborn baby boomer had a reputation for being negative.
“Why does he always throw cold water on our ideas?” asked one of the Gen Xers of his peers.
“Cold water naturally occurs when hot air comes in contact with thin ice,” replied another.
The group then decided they need to do a better job thinking things through before presenting the boomer with an idea.
Labels: Anecdote, Attitude, Generation
¶ 10/31/2008 0 Comments Links to this post
Tuesday, October 7, 2008
Top 10 generational clash points
According to “When Generations Collide: Who They Are. Why They Clash. How to Solve the Generational Puzzle at Work” the top 10 areas in which generations collide are:
According to “When Generations Collide: Who They Are. Why They Clash. How to Solve the Generational Puzzle at Work” the top 10 areas in which generations collide are:- Recruitment
- Career Goals
- Rewards
- Balance
- Communication
- Knowledge Share
- Training
- Feedback
- Retention
- Retirement
It is in these areas where extremely distinct viewpoints held by Baby Boomers differ from Generation X and from Generation Y. Enunciated in my workshop, “Managing Builders, Boomers, Xs, and Ys without losing your Zs”, these areas turn from distraction to competitive advantage once supervisors know how to connect a multigenerational workgroup into a multigenerational team.
Labels: Books, Culture, Generation
¶ 10/07/2008 0 Comments Links to this post
Wednesday, August 13, 2008
Challenges from our aging workforce
As the workforce ages, impacts across the business landscape are powerful and pervasive. This is change — change unplanned and forced upon us by the relentless march of time and demographics. Business leaders need to determine where we are heading, and plan for these changes before they occur. If we do too little, or are too late, our businesses will pay a painful price as our knowledge workers retire, our leaders suddenly disappear from the scene and their replacements are few, far between and expensive.
Here are three challenges employers are facing:
As the workforce ages, impacts across the business landscape are powerful and pervasive. This is change — change unplanned and forced upon us by the relentless march of time and demographics. Business leaders need to determine where we are heading, and plan for these changes before they occur. If we do too little, or are too late, our businesses will pay a painful price as our knowledge workers retire, our leaders suddenly disappear from the scene and their replacements are few, far between and expensive.Here are three challenges employers are facing:
- Recruiting efforts are already beginning to change.
- Hiring of new workers becomes more problematic as shortages develop.
- Succession planning becomes even more important.
To read details of these challenges, click here.
Labels: Generation, Succession
¶ 8/13/2008 0 Comments Links to this post
Sunday, June 15, 2008
Generation Y stays only 18 months
Members of Generation Y are currently averaging 18 months with the same employer according to Penelope Trunk. The reasons for their bi-annual job jump include:
Members of Generation Y are currently averaging 18 months with the same employer according to Penelope Trunk. The reasons for their bi-annual job jump include:- The job is not interesting
- Asked to do menial tasks
- Long hours, including taking work home
- Not allowed to pursue life-long learning
Although this may be the average, savvy employers are finding they can retain Gen Y for much longer periods. Surprisingly the route to longer retention is not just a matter of providing the opposite to the four main reasons they leave. After all, if they do not do the menial tasks of copying and filing, who will?
This is the first age group that has experienced the new style of education from preschool through college. They never sat in rows of desks assigned using some alphabetic system. They learned in work stations where group projects were the way of life. Retention of this age group is as simple as remembering what they learned throughout their educational days:
- Collaboration. Seek their opinions and enact some of their ideas.
- Teamwork. Rolling up your sleeves from time to time and joining them on large tasks.
- Gaps. Having a gap between high school and college was perfectly acceptable. Now gaps in employment is equally acceptable. Allow for extended leaves and you’ll get a talented worker back once they have “found themselves”.
- No power struggles. Trying to throw your weight around is a definite turn-off to this generation and they’ll leave before you even know they’re upset. Keep your cool and let them spread their wings. When you do, their wings will take your profits to new heights.
Labels: Employee_Retention, Generation
¶ 6/15/2008 0 Comments Links to this post
Thursday, May 29, 2008
Teamwork falling victim to generational conflict
Teamwork in multi-generational workplaces is suffering from a lack of understanding how to communicate inter-generationally. According to Randstad, 66% of Traditionalists and 51% of Baby Boomers have little or no interaction with Gen X or Gen Y.
The Baby Boomers categorize younger workers as having less competence and work ethic while the Gen X and Yers feel the older folks are too set in their ways and cannot think outside of the box.
Companies not responding to this lack of communication risk a brain-drain as Baby Boomers head onto the retirement roles.
Many programs are successful at bridging the gap. One such program is Managing Builders, Boomers, Xs, and Ys without losing your Zs. It helps each generation understand how their culture was formed and how other generations view them. Mentoring programs are also generally successful when the mentor presents him or herself as an equal to the protégé, not a superior.
Employers believing the brain drain will not occur need only look to the struggle to get skilled workers as an example of what happens when tomorrow’s employees are not cultivated today.
Teamwork in multi-generational workplaces is suffering from a lack of understanding how to communicate inter-generationally. According to Randstad, 66% of Traditionalists and 51% of Baby Boomers have little or no interaction with Gen X or Gen Y.The Baby Boomers categorize younger workers as having less competence and work ethic while the Gen X and Yers feel the older folks are too set in their ways and cannot think outside of the box.
Companies not responding to this lack of communication risk a brain-drain as Baby Boomers head onto the retirement roles.
Many programs are successful at bridging the gap. One such program is Managing Builders, Boomers, Xs, and Ys without losing your Zs. It helps each generation understand how their culture was formed and how other generations view them. Mentoring programs are also generally successful when the mentor presents him or herself as an equal to the protégé, not a superior.
Employers believing the brain drain will not occur need only look to the struggle to get skilled workers as an example of what happens when tomorrow’s employees are not cultivated today.
Labels: Generation, Mentor, Survey
¶ 5/29/2008 0 Comments Links to this post
Thursday, May 22, 2008
Few in GenY participate in saving’s plans
Yet another survey has been conducted to determine Generation Y’s participation in retirement plans. Mintel’s survey discovered that 69% of the generation is taking a pass on tax-deferred 401(k) retirement savings plans across the United States.
By understanding how generations develop their traits is easy to determine why Generation Y lacks the desire to participate in these plans. Simply put, they have seen their Baby Boomer grandparents lose tremendous sums of money in corporate sponsored plans. There are also concerned with continual dialogue about the solvency of Social Security.
Members of the generation seek to control their savings by handling their own investments and are willing to give up any corporate matching funds.
Consequently, 401(k) retirement savings plans do not provide an incentive in recruiting and retaining members of Generation Y.
Yet another survey has been conducted to determine Generation Y’s participation in retirement plans. Mintel’s survey discovered that 69% of the generation is taking a pass on tax-deferred 401(k) retirement savings plans across the United States.By understanding how generations develop their traits is easy to determine why Generation Y lacks the desire to participate in these plans. Simply put, they have seen their Baby Boomer grandparents lose tremendous sums of money in corporate sponsored plans. There are also concerned with continual dialogue about the solvency of Social Security.
Members of the generation seek to control their savings by handling their own investments and are willing to give up any corporate matching funds.
Consequently, 401(k) retirement savings plans do not provide an incentive in recruiting and retaining members of Generation Y.
Labels: Benefits, Generation, Survey
¶ 5/22/2008 1 Comments Links to this post
Wednesday, May 21, 2008
Generation X at work
Are you having difficulty understanding Generation X or “Nexters” in the workplace? Listen to this short video providing insight through generational interviews.
Labels: Generation, Video
¶ 5/21/2008 0 Comments Links to this post
Wednesday, May 14, 2008
Word of Mouth advertising flourishes on Internet
Word-of-mouth advertising is flourishing in a new home - cyberspace. According to a study by the Society for New Communications Research 74% of respondents make purchasing decisions based on customer service comments placed by customers.
Business ratings are available in many cyber locations, including ebay, You Tube, Facebook, and Twitter.
The survey is heavily swayed toward frequent Internet users, favoring techno-savvy Gen X, Gen Y, and Millennial shoppers. If this is your target demographic, you need to understand how they work and have a strategy to steer satisfied customers to the sites.
Request our complimentary article about the need for culturally-based customer service by clicking here.
Word-of-mouth advertising is flourishing in a new home - cyberspace. According to a study by the Society for New Communications Research 74% of respondents make purchasing decisions based on customer service comments placed by customers.Business ratings are available in many cyber locations, including ebay, You Tube, Facebook, and Twitter.
The survey is heavily swayed toward frequent Internet users, favoring techno-savvy Gen X, Gen Y, and Millennial shoppers. If this is your target demographic, you need to understand how they work and have a strategy to steer satisfied customers to the sites.
Request our complimentary article about the need for culturally-based customer service by clicking here.
Labels: Customer_Service, Generation
¶ 5/14/2008 0 Comments Links to this post
Monday, May 5, 2008
Communicating with Generation X
Generational issues continue to distract managers from core competencies. However a survey from Robert Half International is providing some excellent connection tips when working with Xers.
According to generation members involved in the survey the key is to have frequent contact. Sixty percent want to hear from their boss daily while 35% want contact several times a day.
They believe that through constant contact they are able to better understand roles and expectations thereby miscommunication is less likely.
Generational issues continue to distract managers from core competencies. However a survey from Robert Half International is providing some excellent connection tips when working with Xers.According to generation members involved in the survey the key is to have frequent contact. Sixty percent want to hear from their boss daily while 35% want contact several times a day.
They believe that through constant contact they are able to better understand roles and expectations thereby miscommunication is less likely.
Labels: Communication, Generation, Survey
¶ 5/05/2008 0 Comments Links to this post
Saturday, May 3, 2008
Top business challenge: multi-generation workgroups
A recent benchmarking study found that managing a multi-generational workforce is the top concern facing businesses today. An overwhelming 80% of companies identified this as a major challenge, although only 33% offer training to bridge to equip managers and employees to understand how to work through this challenge.
There are currently four generations in the workplace and each has their own career outlook, motivational factors, communication style, view of authority, cognitive style, and requirements for giving respect to supervisors.
This is substantiated by Max Impact and MBC Global where multigenerational training is a popular training request. Managing Builders, Boomer, Xs and Ys without losing your Zs was developed by Max Impact and is also used by MBC Global to teach employees at all levels how to work together in a multigenerational environment. Managers are also taught how to turn all four generations into long-term, productive, and respectful assets to their employer.
A recent benchmarking study found that managing a multi-generational workforce is the top concern facing businesses today. An overwhelming 80% of companies identified this as a major challenge, although only 33% offer training to bridge to equip managers and employees to understand how to work through this challenge.There are currently four generations in the workplace and each has their own career outlook, motivational factors, communication style, view of authority, cognitive style, and requirements for giving respect to supervisors.
This is substantiated by Max Impact and MBC Global where multigenerational training is a popular training request. Managing Builders, Boomer, Xs and Ys without losing your Zs was developed by Max Impact and is also used by MBC Global to teach employees at all levels how to work together in a multigenerational environment. Managers are also taught how to turn all four generations into long-term, productive, and respectful assets to their employer.
Labels: Generation, Leadership, Survey
¶ 5/03/2008 0 Comments Links to this post
Thursday, April 24, 2008
Employees worry about retirement
The 2008 Retirement Confidence Survey, taken by the Employee Benefit Research Institute, has seen the largest annual drop in its 18 year history. Only 18% of workers polled were very confident about having sufficient money for retirement, down from last year’s 27%.
Confidence was lowest among the 25 to 34 year-old age group and among those earning less than $35,000 annually.
Healthcare and rising fuel prices are factors in the decline with a lack of savings also having an impact. Of those surveyed, only 22% had a savings account.
Employers that can connect employees to retirement security will find better retention, especially with Generation Y employees. However the solution must be more creative and portable than traditional pension and retirement programs.
The 2008 Retirement Confidence Survey, taken by the Employee Benefit Research Institute, has seen the largest annual drop in its 18 year history. Only 18% of workers polled were very confident about having sufficient money for retirement, down from last year’s 27%.Confidence was lowest among the 25 to 34 year-old age group and among those earning less than $35,000 annually.
Healthcare and rising fuel prices are factors in the decline with a lack of savings also having an impact. Of those surveyed, only 22% had a savings account.
Employers that can connect employees to retirement security will find better retention, especially with Generation Y employees. However the solution must be more creative and portable than traditional pension and retirement programs.
Labels: Generation, Survey
¶ 4/24/2008 0 Comments Links to this post
Saturday, April 19, 2008
Wal-Mart fashions tie into the organic hunger
Recognizing the growing trend for organic products, Wal-Mart is introducing a line of t-shirts made from transitional cotton. Sporting the “Faded Glory” label, the t-shirts help customers add “eco-essentials” to their wardrobe.
Generation Y is extremely supportive of organic products in their buying habits. Their buying power is allowing the organic farming industry to operate more profitably as they have a more consistent level of end consumers. Farmers now have confidence to turn over land to organically certifiable conditions and are more able to demand prices offsetting the more labor intensive practices associated with organic farming.
According to the Organic Cotton Exchange, Wal-Mart will use over 40 million pounds of the natural fiber. This makes Wal-Mart the world’s largest user of transitional cotton and will lead to other companies expanding their marketing of organics.
Do you have a strategy to go green for Generation Y? If not, develop one soon connect to the Millennial generation, Wal-Mart says their move will make it easier for their customers to have “eco-essentials” at lower prices.Millennial Generation is already
Recognizing the growing trend for organic products, Wal-Mart is introducing a line of t-shirts made from transitional cotton. Sporting the “Faded Glory” label, the t-shirts help customers add “eco-essentials” to their wardrobe.Generation Y is extremely supportive of organic products in their buying habits. Their buying power is allowing the organic farming industry to operate more profitably as they have a more consistent level of end consumers. Farmers now have confidence to turn over land to organically certifiable conditions and are more able to demand prices offsetting the more labor intensive practices associated with organic farming.
According to the Organic Cotton Exchange, Wal-Mart will use over 40 million pounds of the natural fiber. This makes Wal-Mart the world’s largest user of transitional cotton and will lead to other companies expanding their marketing of organics.
Do you have a strategy to go green for Generation Y? If not, develop one soon connect to the Millennial generation, Wal-Mart says their move will make it easier for their customers to have “eco-essentials” at lower prices.Millennial Generation is already
Labels: Generation, Strategy, Wal-Mart
¶ 4/19/2008 0 Comments Links to this post
Thursday, April 17, 2008
The smart generation strikes again
On April 5th the posting was about a 5th grade student that had found a scientific reference error at the Smithsonian Institute in Washington. The sign had been in place for more than two decades with the term in error in prominent boldface print.
Now a story is coming out of Berlin about a 13-year-old (a.k.a. 8th grader) that has corrected the formula for predicting when an asteroid could collide with the Earth.
The youngster noticed the “boffins” in the equation had been miscalculated. Apparently this has something to do with the likelihood of the asteroid first hitting a satellite before entering the earth’s atmosphere.
The findings were discovered while preparing a project for a regional science competition.
What does this mean to the business world? Quite simply, the incoming talent will be able to do amazing things if we combine their textbook smarts with leadership skills.
On April 5th the posting was about a 5th grade student that had found a scientific reference error at the Smithsonian Institute in Washington. The sign had been in place for more than two decades with the term in error in prominent boldface print.Now a story is coming out of Berlin about a 13-year-old (a.k.a. 8th grader) that has corrected the formula for predicting when an asteroid could collide with the Earth.
The youngster noticed the “boffins” in the equation had been miscalculated. Apparently this has something to do with the likelihood of the asteroid first hitting a satellite before entering the earth’s atmosphere.
The findings were discovered while preparing a project for a regional science competition.
What does this mean to the business world? Quite simply, the incoming talent will be able to do amazing things if we combine their textbook smarts with leadership skills.
Labels: Generation
¶ 4/17/2008 0 Comments Links to this post
Saturday, March 1, 2008
Love of job related to culture
A recent Harris Interactive poll has uncovered some cultural connections to one's feeling about their job.
- Generations: 53% of Baby Boomers love their job while only 37% of Generation X said they love their job. On the other hand, 19% of Generation X hate their job while only 7% of Baby Boomers claimed to hate their job.
- Marital: only 29% of those that have never been married love the job while 50% of those that are married love their job. When asked if they would like to immediately let, 24% of never-married employees said, “yes” as compared to only 9% of married employees.
- Regional: loyalty seems to increase as one moves to the west. In the Northeast only 39% love or like their job while 48% of those in Western states either love or like the job.
- Economic: 49% of employees paid at affluent levels ($75,000 in the survey) love their job while only 36% of those earning less than $35,000 love where they are working.
Labels: Culture, Generation, Job_satisfaction, Survey
¶ 3/01/2008 0 Comments Links to this post
