Know When to Say When

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Know When to Say When!

• John Hovey
• jhovey_at_wildblue.net
• 515-229-8989

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The Different Generations

• The Veterans (1922-1943)
• The Baby Boomers (1943-1960)
• Generation X (1960-1980)
• Generation Nexters (1980-2000)

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Why is it Important?

• Diversity
• Work Better Together
• Motivation
• Top Line Revenue and Profits

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Defining Events

• 1930s-Great Depression
• 1940s-Pearl Harbor, D-day, WWII
• 1950s Korean War, McCarty Hearings
• 1960s Vietnam, Kennedy elected/assassinated,
  Moon landing

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Defining Events

• 1970s Womens Rights Movement, Oil Embargo,
  Sexual Revolution, Watergate - Nixon
• 1980s Challenger Explosion, Fall of Berlin
  Wall, John Lennon Shot
• 1990s Desert Storm, Oklahoma City Bombing
• Early 2000s Y2K, 911

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The Generations

• The Veterans
• Baby Boomers
• Generation X
• The Nexters (also Gen Y)

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The Veterans

• (1922 - 1943)

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Core Values (Veterans)

• Conformity
• Delayed Reward
• Patience
• Dedication

• Respect
• Hard Work
• Honor

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Characteristics (Veterans)

• Consistency
• Disciplined
• Grand Scale
• Conservative

• Conformers
• Families
• Past Oriented
• History Absorbed

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On the Job (Veterans)

• Assets
• Stable
• Detail Oriented
• Thorough
• Loyal
• Hard Working

• Liabilities
• Uncomfortable with Change
• Reluctant to Question the System
• Uncomfortable with Conflict

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Messages that Motivate (Veterans)

• Experience is respected
• Experience is valuable
• Will be rewarded

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What Other Generations Say

• Baby Boomers say
• Theyre dictatorial.
• Theyre rigid. They need to adapt to change
  better.
• Theyre technological dinosaurs.

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What Other Generations Say

• Gen Xers say
• Theyre too set in their ways.
• Jeez, learn how to use your e-mail, dude.
• Theyve got all the money.

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What Other Generations Say

• Nexters say
• Theyre trustworthy.
• They are good leaders.
• They are brave.

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Baby Boomers

• (1943 - 1960)

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Core Values (Boomers)

• Optimism
• Teams
• Personal Gratification
• Health Wellness

• Personal Growth
• Youth
• Work
• Involvement

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Characteristics (Boomers)

• Growth Expansion
• Moms stayed at home
• Stars of the show
• Optimistic
• Searched souls

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How They Differ From Veterans

• Veterans
• Followed Rules
• Loyal
• Disciplined
• Played by the rules

• Baby Boomers
• Refined roles, equality
• Sought new relationships
• Instant gratification
• Changed Rules

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On the Job (Boomers)

• Assets
• Service Oriented
• Driven
• Go Extra Mile
• Good at Relationships
• Team Players

• Liabilities
• Not Budget Minded
• Sensitive
• Self-centered
• Dont Like Conflict

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Messages That Motivate (Boomers)

• Important to Success
• Valued
• Contribution is Important

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How to Motivate (Boomers)

• Give Personal Approach
• Public Recognition
• Reward Hard Work

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What Other Generations Say

• Veterans say
• They talk about things that they should keep to
  themselves.
• They are self-absorbed.

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What Other Generations Say

• Gen Xers say
• Theyre self-righteous.
• Theyre workaholics.
• Theyre too political.
• Lighten up, its only a job.

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What Other Generations Say

• Nexters say
• Theyre cool. Theyre up to date on the music
  we like.
• They work too much.

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Generation X

• (1960 1980)

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Core Values (Xers)

• Diversity
• Thinking Globally
• Balance
• Techno Literacy

• Informality
• Self-reliance
• Fun Good time

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Characteristics (X-ers)

• Sense of Family
• Non-traditional sense about time and space
• Like informality
• Approach to authority is casual

• Skeptical
• Attached to the Edge
• Technologically Savvy
• Latch Key Kids

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On the Job (X-ers)

• Assets
• Adaptable
• Independent
• Not intimidated by authority
• Creative

• Liabilites
• Impatient
• Poor People Skills
• Inexperienced
• Cynical

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Messages That Motivate

• Do it your way
• Newest Hardware Software
• Not a lot of rules
• Choices

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Recruiting

• We want you to have a life.
• Merit not longevity
• Hands off supervision

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What Other Generations Say

• Veterans
• Theyre not educated.
• They dont respect experience.
• They dont follow procedures.
• They dont know what hard work is.

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What Other Generations Say

• Baby Boomers say
• Theyre slackers.
• They are rude and lack social skills.
• They spend too much time on the Internet, e-mail
  and texting.
• They dont wait their turn.

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How to Motivate X-ers

• Multi-tasking
• Constructive Feedback
• Technology

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Generation Nexters

• (1980 2000)

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Core Values (Nexters)

• Confidence
• Optimism
• Civic Duty
• Achievement

• Morality
• Street Smarts
• Diversity
• Socialbility

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On the Job (Nexters)

• Assets
• Collective Action
• Optimism
• Heroic Spirit
• Multi-tasking

• Liabilities
• Need Supervision and Structure
• Inexperienced

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Messages That Motivate (Nexters)

• Working with bright creative people.
• Your boss has been here a long time.

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What Other Generations Say

• Veterans say
• They have good manners.
• They are smart.
• They watch too much TV.

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What Other Generations Say

• Baby Boomers say
• Theyre cute.
• They need more discipline.
• They can set a VCR clock.
• They need to be able to entertain themselves.

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What Other Generations Say

• Gen X-ers say
• Not another generation of spoiled brats.

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How They Look At The World
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How Can Managers Adapt?

• Accommodate Employee Differences
• Create Workplace Choices
• Operate from a sophisticated management style
• Respect competence and initiative
• Nourish Retention

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Wheres the Beef!

• Two Types of Problems
• Rule Violations (work habits)
• Performance (quality, quantity)

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Discipline

• Can Have Two Implications
• Punitive
• Motivate
• Progressive
• Dealing Primarily with Poor Work Habits as
  determined by severity of the infraction or
  repetitiveness of one type of rule violation

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Managers Role

• Not to Punish or Intimidate
• Develop and Coach
• Make a Trade

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Why is it so Difficult to Know When to Say When?

• Joe Friday Just the facts mam
• Cant be Disputed
• Object is not the Employee, but the Behavior
• Not a Problem Employee, but an Employee with a
  problem
• Attitude vs. Behavior

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Know When

• When Poor Work Habits/Performance Effect
• Output
• Other Employees
• Violate Rules/Procedures
• Become Too Annoying or Offensive to Overlook

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Next Steps

• Supervisor has to ask themselves if they are
  prepared and justified per Company policy to take
  action if employee doesnt correct
• Focus on Correcting the Problem rather then
  focusing on the employee
• Determine if Corrective Action or Re-training is
  needed

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Effective Communication

• Plan the Discussion
• Maintain and Promote Self-Esteem
• Listen and Respond with Understanding
• Invite and Encourage Help in Solving the Problem
• Follow-up

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Coach

• Describe the Poor Work Habit or Performance
  Problem in Detail and Why it Concerns You
• Ask for a Reason and Explanation
• Indicate the Situation Must Change and Ask for
  Solutions
• Discuss Each Idea and Offer Help
• Agree on a Solution and Establish a Follow-up
  Date(s)

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• An employee is observed for the first time
  smoking in a non-smoking area is an example of a
  poor work habit or poor work performance?
• What level of discipline be applied?

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• An employee is not able to achieve a certain
  production standard is an example of poor work
  habit or poor work performance?
• What action should be taken?