WHAT YOU NEED TO KNOW ABOUT MANAGING AND MENTORING THE NEW GENERATIONS.

Which of the following means the most to you?

• Jimi Hendrix dies and John Lennon is Killed
• Nixon Quits
• MTV debuts.
• Kurt Cobain dies.
• Kenny Chesney on Tour
• The Kardashian’s are Coming

Your answer will depend on age/ generation you belong to.

While these milestones may not seem important, the experiences, ideas and values shared by people of different generations makes for a melting pot of work approaches.

Once you know where the newer generations are "coming from," you can adjust your management style to bring out their strengths.

Baby Boomers: Born 1946-1964 (80+ million).

• Seek collaborations
•  Decision makers
•  Community involvement
•  Goal-oriented
•  Emphasize team-building
•  Ownership
•  Adapt to a diverse workplace
•  Positive attitude, Self-actualizing
•  Adaptive /Avoid conflict
•  No obstacles to get anything they want
•  Focus on individual Choices/ freedom

  Generation X: Born 1965-1976 (51+ million).

• Dislike supervision.
• Dislike authority and rigid work requirements.
• They work with you, not for you.
• Works well in multicultural settings, desire some fun in the workplace.
• A Baby Boomer complains about dissatisfaction with management, but figures its part of the job.
• Xer’s don't waste time complaining. Sends her resume out and accepts the best offer she can find at another agency.
• Expects immediate feedback, and comfortable giving feedback to others.
• Work best when given desired outcome and turned loose to figure out how to achieve it.

 The Millennial Generation: Born 1977–1998 (75+ million).

• Parents showered them with attention and high expectations.
• Display a great deal of self-confidence to the point of appearing cocky.
• Technically literate like no one else. Technology has always been part of their lives.
• Team-oriented, banding together to date and socialize rather than pairing off.
• Work well in groups vs. individual endeavors.
• Multitaskers, as kids juggled sports, school, and social events.
• Expects structure in the workplace. Acknowledge and respect positions and titles, and want a relationship with their boss.
• Are new to the professional workplace. Therefore, they are definitely in need of mentoring, no matter how smart and confident they are.

 
The Y Generation: Born 1980 -1995 (70+ million).

• Tech-Savvy: Armed with laptops, BlackBerry’s, cell phones, iPad, are plugged-in 24/7. Prefer e-mail and texting rather than face-to-face contact. Prefer webinars and online technology to traditional lecture-based presentations.

• Achievement-Oriented: Have high expectations of their employers, question authority.

• Team-Oriented: Value teamwork and seek the input from others. At work, are loyal, committed. Wants to be included and involved.

•  Family-Centric: Willing to trade high pay for fewer billable hours, flexible schedules and a better work/life balance. No disrespect, they prioritize family over work. Wants meaningful work.

•  Attention-Craving: In the forms of feedback and guidance. Appreciate being kept in the loop, Seek frequent praise and support. May benefit from mentors who can help guide and develop their young careers.

Angie