Friday, June 3, 2011

War at workplace// is it a myth or reality?

I realized something today, being a gen x officer in a work place where your boss is a baby boomer and your subordinate is a gen y, is totally challenging.

These three generations possesed totally different trait and style of work. The gap between these three generation can create a lot of friction in a workplace.

Gen X at work
Generation X employees tend to be less motivated by promises of overtime pay and more motivated by personal satisfaction with their jobs. They want to grow in their jobs and learn new skills. They will change jobs often as they seek jobs that offers them both better benefits and more opportunity for professional growth as well as personal fulfillment.

Generation X employees want, and expect, their employers to hear what they have to say. They want to understand the “big picture” for the company and how this influences their employment and growth. They are creative thinkers, independent, results oriented and bring with them a healthy dose of skepticism.

Here are a few general areas to keep in mind to improve retention and productivity.

Be approachable
Direct access to decision makers is very important to the younger workforce. Take time to speak with an employee’s spouse or family when you meet them and let them know you appreciate the employee. Remember, Generation X employees look for more than just fair pay: they need and want personal acknowledgment and job satisfaction.

Take time to be personal
Thank an employee for doing a good job (in person, in writing, or both). Listen to what employees have to say, both in a one-on-one situation and in a group meeting. Let the employee know what happened to the idea or suggestion he or she submitted.

Encourage employee growth
Provide feedback on their performance. Be specific; mention a particular situation or activity. Make sure the employee understands company expectations. Involve the employee in the decision-making process whenever possible. Give an employee room to do the job without unnecessary micro-management. Pay for employees to attend workshops and seminars; offer on-site classes where employees can learn new skills or improve upon old ones. Most jobs contain a certain amount of routine, day-to-day work; offer employees a chance to work on something in which they have a special interest, something that will challenge them.

Performance based promotions and rewards
Traditional organizations lose valuable younger employees because of their longevity based recognition and promotion systems. Recognize an employee who has done an outstanding job by giving an unexpected reward, such as a day off or a free dinner for the employee and his family at a nice restaurant. Manage people individually and promote outstanding individuals even if it means ahead of older or more senior employees. The employee who deserves a promotion and does not get it will start looking elsewhere for a better opportunity to move upward.

Help employees see the “Big Picture”
Employees need to experience a sense of ownership. Encourage this by providing them with information about new products, advertising campaigns, strategies for competing, etc. Let each employee see how he or she fits into the plan. Help employees see how meeting their goals contribute to meeting the organization’s goals.

Build morale
Have an open work environment; encourage initiative and welcome new ideas. This generation enjoys having fun at work. Don’t be afraid to try something new every now and then. For example hotel tradition calls for employees at the Hyatt Regency in Lexington, Kentucky to wrap a 12-pound frozen turkey with electrical tape. Then they roll it 50 feet down the loading dock toward the human resource office and try to turn over as many wine bottle “bowling pins” as possible. Winners get a pumpkin pie.
Source internet
Sometimes I feel like I am being pull into two different direction.
* a boss who is obsses with work and a team who don't treat work so seriously
* dealing with a boss who is very particular with details and dealing with a team who don't really pay attention to detail
* dealing with a boss who is so independant and wanting to change the world and dealing with a team who already spoil with all the technology at their disposal

I just wonder why our management didn't pick up on this. I really need lots and lots of training on how to manage and handle these different generation in a workplace, so that all theree generations get what they want in a workplace. We spend most of our lives at work and surviving the Generation War is so essential!

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