Posts Tagged ‘podcasting’

Human Capital Institute Publishes Report & Broadcasts Webcast About Managing Four Generations

March 26th, 2008


The Human Capital Institute published a very cool White Paper entitled:”The Silent Generation Meets Generation Y: How to Manage a Four Generation Workforce with Panache”. Also, they conducted a webcast with Tom Casey, Senior VP of BSG Concours, with the same title.

Here are a few highlights (of many) from the White Paper and Webcast. But if you’re interested in getting the entire document or viewing the webcast, you can go to this page of the HCI website and purchase either one.

Excerpt from The Silent Generation Meets Generation Y: How to Manage a Four Generation Workforce with Panache:

Managing a multi-generational workforce is a challenge that many organizations are facing today. Shelly Schmocker, Vice President of Global Talent Management at StepStone, says that effective workforce planning strategies will require a shift in thinking from the topic of the “aging workforce” and instead address issues related to the “multi-generational workforce”. Companies are stepping back and looking more holistically at how to develop programs and deploy technology that will speak to four distinct generations in the workforce. Each age group requires a different approach when designing career and compensation strategies, performance motivators, and addressing learning styles. The biggest challenge, however, is how to effectively encourage collaboration among the four different generations of workers (cohorts). Tom Casey, Senior Vice President of BSG Concours, made the following comments to preface further discussion on this topic.

We can no longer think about human capital challenges purely in the context of the aging workforce.
We can’t just think about what we can do to make Generation Y (aka millennials) happy in the workforce.
Instead, we need to answer the following question. “How do we best manage four active generations of workforce cohorts with differing expectations?” The answers to this question – and much more – will be revealed in this HCI white paper, based on the Human Capital Institute webcast, The Silent Generation Meets Generation Y – How to Manage a Four Generation Workforce with Panache. A Chorus of Corporate ConcernsBaby Boomers’ views of Gen Y’s in the workplace include some of the following generalizations:

– Gen Y’s don’t have loyalty to the company
– They have poor communication skills
– They are impatient and they don’t respect authority
– They spend too much time online
– I (Boomer) can’t get them to accept my job.

Gen Y’s certainly don’t look like “us” (Boomers) and their experience and background’s are vastly different than that of a typical boomer, according to Tom Casey who described himself as a “typical” Boomer. Casey is 58 years old, has 4 grandchildren, draws two pensions and works 100% (full-time) in the workforce. His approach to work has been shaped by events and values that are very different than those that influenced Gen Y.

Casey cautions that no matter the role in your company, you will be managing Generation Y workers in the future and the task will be challenging. And there are an equal number of generalized perceptions about Boomers that are held by Gen Y’s:

– They are inefficient
– They don’t respect me
– They assume that I’m interested in the career path that “they” have chosen for me
– They are obsessed with face time and have too many meetings
– They don’t give me (millennial) the latest technology and they don’t use technology effectively

The real issue that underlies generational stereotypes is that there’s incomplete communication between differing generational groups. Casey used the analogy of the game “telephone” in describing just how jumbled communication can get between differing generations. One party speaks into the line and the other party either can’t hear the message or hears it incorrectly. The breakdown in communication happens in both directions and leaves both parties feeling frustrated. One “War Story” helps to put into context why Gen Y individuals are so different than Boomers. Casey noted an interesting tactic that some recruiters have used with success in hiring Generation Y workers. Recruiters have discovered what Casey described as the “DaVinci Code” for recruiting Gen Y workers. Gen Y’s are very family-centric and one way to win them over is to involve their family in the hiring process. This approach is not without its drawbacks, however. Some employers are finding that once they’ve involved the family in the recruiting or hiring process, they’ve hired the whole family. It is not uncommon to hear stories of parents calling employers to find out why their son or daughter got a poor performance review. Obviously, this is not an experience that many Boomers can relate to; in fact Casey stated that in a poll of Boomers, some 60% felt that they would have been better off without parents at all.

This is a mere “blip” of the info covered in the document and webcast. So if this topic interests you, check out my book or go to the HCI website to buy the White Paper or webcast. Either one is loaded with info that will help you better manage the multigenerational workforce!

Bye for now,

Fun Article About "Mind the Generation Gap" by Wayne Turmel, Host of The Cranky Middle Manager Podcast

March 24th, 2008

Hi All,

A colleague sent me this article today and I thought I’d share it. It’s not filled with lots of “a-ha” moments but rather the author shares his personal perspectives on the generation gap in the workforce.

Wayne Turmel is the host of the popular podcast, The Cranky Middle Manager Show, and is a writer and speaker. He’s also a contributing writer on the Management Issues website.

Here’s what Wayne had to say:

At the ripe age of 46 and a half I am feeling very old. Some of that is having a teenager, which as your own parents will tell you ages you faster than sunbathing in a microwave. More to the point, as a manager I am feeling almost as old and irrelevant.

Both on this site and over at The Cranky Middle Manager Show there has been a lot of talk about the different generations in the workplace.

But recent events – one world shaking and the other just shaking my world – have convinced me there’s been a seismic change in ways I’d never imagined. Companies and their managers that understand what’s going on will have a much better time of it.

The major event is the current US election where, depending on who you talk to, the presidential election will include either a woman or an African American. (Technically the election will include a lot more people but I’m talking about the people running).

This is a big deal. My wife is beside herself and driving me crazy with her rabid support for Hillary and her distress at the current state of her campaign. My daughter couldn’t care less, which brings me to the second event. Stick with me, there’s a management lesson to be learned here.

My 14 year old daughter and her cheerleader friends were in my living room working on a routine. They had very short time to get everyone up to speed but there was only a third of the team present. What did they do?

Well, one downloaded and edited the music on her laptop while the others worked on the moves. As they invented new moves, one recorded it on her cell phone. Then they downloaded it to YouTube and text messaged their friends and told them to check it out before practice tomorrow

I stared at them like they’d just invented fire and angered the gods.

And herein lies the connection and the management lesson.

When my wife, who is a little older than I am, (I say that not to be cruel, there’s an historical point here) was a little girl, women were perceived as non-players in the corporate workplace and they still had legally mandated separate water fountains for whites and “coloreds” in the town where she grew up.

So the fact that Hillary Clinton is a woman matters greatly to her. It represents her own struggles for place and respect. She uses email, kind of, but is constantly afraid if she does something to the computer a mushroom cloud will appear over her monitor and I’ll yell at her.

My daughter has never lived in a world without women of authority in the workplace. Not only is legal segregation something she’s never experienced, but over a quarter of kids in major American cities like Los Angeles are classified as “mixed race” of some combination.

Technology is part of her world – it’s part of everything she does and she understands how it makes her world spin. In fact it’s the lack of technology that is a problem. I highly recommend making teenagers watch television without a remote if you want to see a portrait in shaking, spluttering frustration.

Sometimes I feel like I’m stuck between two generations in my own house, but going to work offers no sanctuary. For the first time in over 40 years, the workplace contains people with two very different sets of experiences. As managers we’re in the middle of both the age and technology gap, and that is the point (I told you I’d get there).

One group of workers is working with older, sometimes outdated but sometimes proven, assumptions and who understand how we got to this point in our lives and the company’s history. They know what mistakes have been made and remembers the way you solved that problem back in ’87. How different can 2008 be, right?

The other group doesn’t understand why the rules are what they are or why some people are “protected” when others aren’t and they don’t have the same assumptions about how to approach the marketplace. Sometimes ignorance is bliss. Sometimes it’s just ignorance. Can you tell the difference?

One group thinks technology, while nice, is often a necessary evil and not the cure for everything. The other can think of 17 ways to do any task as long as the network is working and the Red Bull supply holds up . Some of those answers are not even in the rest of the group’s vocabulary.

You and I get to keep the two groups talking to each other and reaching for the same goals. As managers, it’s our job to not only leverage the best thinking of each group to find new answers, but to find ways to help the groups understand each other.

The possibilities are endless. Imagine someone with both networking skills and, well, networking skills. That’s the new Grail we managers quest for. I won’t depress you with stories of what happened to the original Grail questors because this one is actually within our grasps.

These generational differences mean that just as the US will not be the same after this election no matter how it turns out (and don’t count out the senior citizen white male as the final winner just yet, their win-loss record is impressive) , the workplace won’t be the same ever again, either.

So it’s our job to mind the managerial generation gap.

Bye for now! And I’ve got a never-ending stream of great info coming in to share so be sure to subscribe so you don’t miss any of it!


Three Great Tips for Attracting and Recruiting Millennials/GenY

March 19th, 2008

Hi there!

Here is an excerpt from an article I recently wrote for a women’s business magazine…thought you may enjoy the info and benefit from the tips:

As you read this, Millennial Professionals are being actively recruited prior to, and upon, college graduation. Some are already busy navigating the waters of their first professional job since being hired a year or so ago.

And companies are hiring me to consult with their HR executives and internal recruiters about attracting and recruiting Millennial Professionals, as well as conduct seminars to educate their GenX and Boomer employees about managing, motivating and retaining them. So, this isn’t just me saying they are a big deal to the future of our professional workforce; companies all over the U.S. and abroad are starting to see it, too.

So, why has this new generation of young professionals turned into such a hot commodity? Why are stories about them all over the media? One key factor is the looming reality of the Boomer Brain Drain that companies across the country are going to feel over the next 5-15 years (starting now as the oldest Boomers hit retirement age). Here’s one simple statistic, out of many, from the Office of Employment Projections that will quickly put this into perspective: The average large company in the U.S. will lose 30-40% of its workforce due to retirement over the next 5-10 years. Ouch.

And we have as many GenXers on the planet as there is going to be, so the replacements for this massive Boomer exodus are the Millennial Professionals. That is why M.B.A. students are being offered amazing employment packages, starting salaries are being jacked-up higher than ever, and impressive signing bonuses are being offered. These young college grads are currently being pursued and courted like top college draft picks entering the NBA. Basically, recruiting and retaining them has turned into a big, competitive business.

Now that you have a general idea of why companies are clamoring to hire them, I thought it would be a good idea to share a few key recruiting tips with you. There is a reason companies like Disney, IBM, Toyota and many others are taking this very seriously and implementing some of these!

Attracting & Recruiting Tips:

1. Go Where They Are: Running some ads on Craig’s List or on Monster aren’t the only solutions. This generation has grown-up experiencing life online and congregate on places like MySpace, FaceBook, YouTube and Second Life. You should consider having a company presence in these communities to attract Millennials to your brand and make them aware of you. You can interview employees about how great it s to work at your company with a hand held video camera and post it on YouTube. Deloitte has done an amazing job posting fun videos on YouTube to attract Millennial talent, so check out their posts for ideas. Make them funny and interesting and you’ll get viewers. And it’s free!

2. Preach Work-Life Balance: This generation is showing up totally aware of work-life balance. They value time with family and friends, and they value their time doing things they enjoy. Boomers and Gen X employees typically didn’t ask for flextime until they had been in the workforce for 20+ years. Millennials are showing up and requesting it from Day One. And companies are offering it.

3. Invite the Folks: As a whole, this generation considers their parents part of their social circle. They admire their parents, they like their parents and they respect their opinion. Perhaps you’ve heard the new term “Helicopter Parents”. It means that even when their kids go off to college they don’t stop hovering over them and guiding them (a lot). Believe it or not, recruiters are now finding themselves taking a top candidate to lunch for a schmooze fest and he/she brings their parents. Recruiters are realizing that convincing the parents it’s the best job for little Sally is as important as convincing Sally. Well-known companies are even creating “Parent Days” where candidates can bring their parents to tour the company’s work environment, meet potential managers, etc.

To learn more about how I can help your organization, simply visit:

Bye for now!

Just Got Back from the Human Capital Summit in Arizona!

March 11th, 2008

Hi All,

I was hoping to blog while at the Human Capital Summit in AZ but never had time! I spoke yesterday on a panel with an awesome attendance on a hot topic: “Attracting, Developing and Retaining the New Economy Workforce”. The conference runs through today and 1/2 day tomorrow, but I needed to fly out this morning. Bummer, too, because there’s a big party tonight!

And I must say that Linda Ware and her team did a fanastic job with the conference. If you have never attended, you should!

To catch highlights from the conference, check out this blog by Geoff Livingston that he’s keeping current several times a day during the event on behalf of The Human Capital Institute!

Also, he did a quick interview with me yesterday for a podcast so check that out by clicking here.

Geoff’s full time job is being the President of Livingston Communications, where he provides consulting services to companies wanting to implement social media into their marketing and corporate communications. He was my co-panelist yesterday and provided lots of great info to the HR execs wanting to add social media into their efforts.

Check out his company for more info. He could be a good resource for your plans in this area!

I’ll write more about the other people I met soon because many of them are providing great support services to HR departments.

Gotta run now, but look for more good info soon!