Tuesday, February 21, 2012
Today, four generations of employees co-exist in the workplace. Their communication styles are all different and the way they utilize networks vary. Regardless of these differences, there is much to be learned and shared across generations around networking and relationship building.
Traditionalist (currently age 66 and above) prefer a more formal networking structure. They tend to build their network through existing business and personal relationships. They make introductions through others with whom they have established respect and trust. They prefer to network and communicate face-to-face. Traditionalists pride themselves on customer focus, dedication and loyalty. By achieving this, they are able to form long-standing relationships. They are also philanthropic and expand their network through participation in various voluntary capacities such as: religious affiliations, country clubs, non-profit organizations, etc. Traditionalist will network mostly within their own generation or the generation below them.
Baby Boomers (currently ages 48-65) are very relationship-oriented individuals. They utilize business and social networks for many reasons including the opportunity to meet and mentor others. This generation has seen the power of networking through cultural change that they were able to drive during their lifetime. In business, they are team oriented and use networks to establish and further relationships. Their emphasis on relationship building can cause frustration with younger generations who feel it takes too long to make decisions due to involving too many in the process.
Generation X (currently ages 30-47) use of networks is more inwardly focused. This generation is more likely to utilize networks for business opportunity and personal growth rather than socializing. That is not to say that all Gen Xers are self-centered or anti-social but research has shown that they have a smaller, tighter group of friends and networks. They focus more on internal networking within the company they are working, and then move onto external networking. They also favor more on-line networking resources.
Generation Y (currently ages 11-29) have embraced the concept of networking early on. Their use of networks starts for social purposes at an early age with the use of on-line resources such as My Space and Facebook. They are the first generation that will be able to maintain and keep a relationship network via the internet from the time they are young through their adult years. They have also been engaged in other forms of networking through extracurricular activities and volunteer opportunities. They really have brought a whole new light to networking and will continue to shape it well into the future. Gen Y has no problem including all generations in their network and can see the value from a diversity perspective.
Networking Tips to Share Across the Generations
The bottom line is that each generation networks in different ways, and for different reasons, but all four generations understand its importance and value. Following are some key networking tips that are beneficial across generations:
Friday, February 03, 2012
The need for respect is at the core of every person. In a survey conducted by my company, K HR Solutions, respondents indicated that more than money, more than tangible gifts and more than awards, people simply want their boss to approach them and let them know that they have done a good job. There is some confusion, however, about the best ways to recognize good work among your employees.
Here are five tips for providing effective and authentic verbal recognition to your employees:
The recognition should be immediate. Don't wait until an annual review to tell your employee that they have done a great job. Tell them the day that it occurs.
The recognition should be appropriate. Some employees may prefer to be recognized in private while others prefer it to be done in public. Be aware of how each of your employees prefers to receive recognition.
The recognition should be specific. Let them know exactly why they are being praised in detail. Not only will this respect the job they did but it will also ensure a repeat of the same behavior.
The recognition should be explanatory. Explain why the work deserves recognition. When people know that what they are doing has an impact beyond themselves, it increases their sense of accomplishment and their desire to achieve even more.
The recognition should be regular. Give verbal recognition on a regular basis. Too often, managers save recognition for once or twice a year. Regular recognition is more likely to keep employees motivated and enthusiastic about the job.
Remember, giving verbal recognition takes hardly any time at all. No matter how busy your schedule is, you can make room for the time it takes to show your respect to your employees by recognizing good work when you see it happen.
- Simple Strategies for Multigenerational Leaders
- Let's Talk, Really Talk
- Are You Ready for Performance Reviews?
- The Importance of Trust on Teams
- Reduce Back-to-School Stress: 5 Quick Tips
- Celebrate Differences in the Workplace
- Leading with Empathy
- Finding Strengths in Others
- What Every Person Wants: RESPECT
- Managing Gen Y Interns: Five Helpful Tips
- Baby Boomers (3)
- Business Issues (12)
- Communication (19)
- Employment (11)
- flexible work arrangements (2)
- Generation X (3)
- Generation Y (3)
- Generations (12)
- Job Hunting (1)
- Leadership (12)
- Manager Tips (16)
- Performance (5)
- Performance Reviews (3)
- Reduce Stress (2)
- Teamwork (3)
- Traditionalists (3)
- Women (1)
K HR Solutions President Kim Huggins helps transform individuals and corporate work groups into effective leaders and results-oriented teams. Kim’s thought-provoking services and programs are custom-designed to meet your needs. Kim is also a nationally recognized trainer and speaker on the topic of Understanding Generations.