CareerBuilder.com’s latest newsletter features Managing Outside Your Generation which discusses the differences in managing Gen X employees vs. Gen Y employees. The article is a good, hands-on read for any manager. To cut to the summary statement of the article:
Generation X requires more training, whether on-the-job or through continued education, and feedback on a regular basis. Generation Y also requires a higher amount of feedback than what you may be used to, but they also desire greater flexibility and the freedom to run with a project once it is assigned to them.
Good advice and insight. Then there is this specific suggestion:
If you are not doing so already, consider offering continuing education reimbursement to your Generation X employees. Offering opportunities for advanced learning and career related training satisfies this generation’s desire for personal development.
You know, there is no greater generalization than characterizing a generation. Effective management comes down to the one-to-one interaction on a daily basis. I would suggest that you must know the employee’s rewards and motivations to reach any individual regardless of their generation.
Case in point (emphasis mine):
The key to managing and retaining Generation Y revolves around the type of relationship you have with your Gen-Y employees. Because of the amount of feedback this generation craves, and the level of responsibility they need to take on, it is critical to adjust your management style accordingly.
Absolutely true. As we work with sales managers, we provide a communication cheat sheet to help them understand the preferred communication style and motivational decision making process of their salespeople. Take the time to read the article – it is well worth it. But please understand that the individual interactions are the key to effective management.