Who’s Really Listening?

Posted February 3, 2010 by TNS Employee Insights
Categories: Generation X, Generation Y
Tags: , , , ,

Listening and multi-tasking have been discussed and researched for years, and we still continue to observe the same behaviors from generation to generation.  Simply put, why don’t we place ourselves in the speaker’s shoes?  As listeners or recipients of a message, we should understand how it is to talk with someone, who from his or her body language does not appear to be fully listening. 

If you have children, you can easily relate to this scenario.  A child asks, “Can I have a cookie?”  Parental response, “Sure.”  You look up a couple of minutes later and see the child is eating a cookie.  “What are you doing?  We are going to be eating dinner soon.”  The child says, “You said I could have a cookie.”  This happens at home, in the office, in social situations, etc., and sometimes we don’t even realize the long term impact. 

Have you ever been in a meeting and sifting through your Blackberry?  Gen X and Y supposedly see nothing wrong with this, as they continue to multi-task.  However, doesn’t it seem rude to the presenter or person running the meeting?  Is it because Gen X and Gen Y are not running a lot of meetings with other younger employees in the room?  Don’t get me wrong, there are Baby Boomers who are active Blackberry users, yet maybe there aren’t as many Crackberries in this generation, because Blackberries have only saturated our work environment over the last few years.  However, it seems that a Crackberry user will only put down the phone or Blackberry for someone who can make a difference; for example, an authoritative figure who has a say in their possible position or next promotion.  Habitually, Gen X and especially Gen Y have been raised on the telephone with hand-held constant communication via text, so maybe it is acceptable to this generation. 

Research and experience suggest that listening is more than being in a room with someone.  Listening involves:  1) Mentally absorbing what the speaker is saying.  2) Reading the body language of the speaker.  3) Thinking about the communication.  4) Interpreting what the speaker is saying in your own language.  5) Considering whether there is hidden meaning or a translation of the message that is different than the listener’s perception.  These points mean that listening is a skill to be learned. 

Listening may be defined differently, by different people or even generations.  Part of the definition should be to consider what we as listeners are conveying to the person talking.  What are we communicating to the speaker as we text or type away. 

Of course, maybe the difference between the two is actively listening and listening.  We can all say that we listen to some degree, yet actively listening is rare and something that we need to embrace, if we want to open the door for two-way communication (verbal and non-verbal).  Listening to people, is it really too much to ask?  I guess we need to weigh the consequence of not taking the time to listen to answer this question, and then decide whether it is worth putting in the effort.  Active listening provides to the speaker an entirely different message than what some would call listening.

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The Washed Generation

Posted January 29, 2010 by TNS Employee Insights
Categories: Baby Boomer, Cross-Generations, Generation X, Generation Y

You hear rumblings at the water cooler that XXXX is the next Golden Boy, maybe even sometimes Girl, although, quite frankly I have never heard Girl used in this expression.  The Baby Boomers are getting ready to throw in the towel and retire, yet they are hanging on as long as they can, based on the turn and uncertainty of today’s economy, that’s if they haven’t already been pushed out or let go.  The      Gen Xer’s who were originally thought to be slackers are chomping at the bit to get their next promotion, which after a few years they feel is well overdue.  The Gen Yer’s are still hopeful they will be able to get a job and maybe even build upon a career someday.  However, with their age group carrying unemployment ratings well over 25%, they are just happy if they have any income and are once again able to live under mom and dad’s roof. 

Of course, I have done some major stereotyping here and these remarks do not in any way apply to everyone.  The jest of this post is actually the Washed or Sandwich Generation.  The generation that sits at the end of the Boomers and beginning of Gen X, ages 42 to 52 years.  They are considered too old by some to mold, groom or promote to higher positions, and therefore, have been overlooked.  Why?  Is it because the Baby Boomers keep hanging on to their jobs as long as they can for extra income and consequently this late Baby Boomer generation has not had as many opportunities for promotion?  Or, is it because the younger generations are becoming more vocal and are yearning for a promotion, so why not listen to the young eager ones?  The 42 to 52 year olds may be seen as the Washed Generation, because they do what they are told over and over again, and usually coming out clean with little dirt to discuss.    

They have the work ethic, professionalism, knowledge and skills to make things work and the ambition to continue to drive success, yet they can’t get moved into that next role.  Their success keeps them in a role that they continue to achieve results.  This Washed Generation will work overtime to get the job done, and often won’t complain, because it is a part of their work morals, unlike the Gen Xer who will be sure to tell you when they have put their 40 hours in for the week.  The Washed Generation has too many bills to pay to make waves; plus, possibly lose their job to someone younger. 

The Washed Generation is taking care of elderly, raising children, allowing college graduate children to move back in because they are unable to find jobs, and work hard to keep up with the changing times of the economy.  They have higher healthcare costs, fewer retirement benefits from corporate, lower (if any) wage increases, and added family expenses.  Maybe it’s time for this age group to speak up, and tell corporate what they are worth.  After 20 solid years of work experience and education, they must know something.  Why not give these employees a stimulating environment to work in so that they can be engaged and inspired to produce at levels they were once capable of achieving.  Our research suggests that the middle tenured employee is the least engaged.  Isn’t it time to make a change that will capture and stimulate this group of late Boomers?

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Why Don’t You Just Listen?!

Posted November 19, 2009 by razzik
Categories: Baby Boomer, Cross-Generations, Generation C, Generation X, Generation Y, Generation Z, Generations
Tags: , , , , , , , ,

Mindy Phillips is the Operations Director at Lightspeed Research – The Foresight Group

by Mindy Phillips

Not too long ago, one of my friends sent me a fun forward. One of those “you know you are a child of the 80’s when you know you are getting old when” emails.  Now, I don’t know when 33 became “old” but as I read on, although really funny, I did notice that there is a difference between myself and others I work with. Even though the age difference isn’t that large, some days it feels larger than others.

This became evident to me a few weeks ago when I noticed frustration starting to build after project meetings where everyone seemed to understand what needed to be accomplished only to discover later that there were some who didn’t really get what needed to be done. Initially, I thought that maybe not enough detail was given or it was not explained clearly so I would help solve the issue by being clearer in my communications of steps needed, explain the whys and ask in the meeting to confirm their understanding of the to-dos. Yeah, I thought to myself, I am helping fix a problem. However, my triumph was short-lived when I still discovered that some still didn’t “get it”.

I found myself thinking, “Why don’t you just listen?!” Then, I ran across a SHRM article “3 Ways to Get More Out of Generation Y at Work”. One of the article’s points was that Generation Y processes information differently. More specifically, due to the sheer volume of information readily available from multiple media, they can’t take in all the information, so they don’t. This can lead to times “when they act like they “got it” but actually didn’t and tuned you out too quickly.” 

Bingo! This was the exact situation I found myself in. Although explaining the whys was actually another strategy for working with Generation Y (hey, I didn’t get it all wrong) and being clear is always a good idea, this was never going to solve my “listening” issue. The article suggested creating accountability with technology using outlets such as email, text messaging and auto reminders to bring everyone on board. I have started asking team members to confirm to-do’s or understandings via email and I’ve found that it seems to be working out.

Understanding these simple differences will help Gen Yer’s be more productive.  And those that manage them, more satisfied that they were heard and understood.  So, even though my coworkers may not know what Willis was “talkin’ ‘bout” hopefully they will understand what I’m talking about.

 

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The Future of Leadership

Posted November 17, 2009 by razzik
Categories: Baby Boomer, Cross-Generations, Generation C, Generation X, Generation Y, Generation Z, Generations, Teenagers, Uncategorized, Veterans, Work Statistics
Tags: , , , , , , , , , , , , , , , , , , ,

Brandon Obert has been working for Lightspeed Research for four years as a project manager. He is currently taking on new responsibilities within the HR Department while continuing to work on project management activities.

by Brandon Obert

In the 20thcentury, good leaders had a good vision of where they wanted the company to go, effectively communicated this vision to all employees, and finally set goals, policies and procedures to ensure the vision was met.

In the 21stcentury, the role of a leader has been changing. Leaders still have a vision and need to communicate the vision with long term goals to all employees, but good leaders no longer need to manage how the vision is carried out. Instead, leaders need to foster an environment where employees are empowered to make their own decisions to move the company in the right direction to meet and exceed the long term goals.

As new generations enter the workplace, the culture of the work environment has changed. New generations seek more flexibility in the workplace. For example, work from home opportunities are becoming more common in the workplace and employees are looking for a better balance between their work and personal lives. In addition, new generations bring a sense of independence to the workplace. They are always looking for out-of-the-box or innovative ways to move the company in the right direction. These innovative ideas can be exactly what the company needs to help distinguish their products or services from the competitors.  However, if leaders enforce policies and procedures they are essentially restricting the innovation and creativity the company needs to survive.

An article, A Culture of Thinkers by Jane Hartman Frankel discusses how leaders can foster an environment to provide guidance to employees without restricting innovation.  Frankel suggests three things: Create readiness, develop relevance and ensure reinforcement.

To create readiness, leaders should share the organizational direction, goals and general information as needed to help prepare employees for making effective decisions in the workplace. To develop relevance, leaders need to show how employees help make the company successful. This connection will help educate employees about which areas of their job have the most impact on the bottom line and will empower employees to make the right decisions based on the knowledge and experience they have to offer. To ensure reinforcement, Frankel suggests implementing a reward system that helps recognize and inspire workers to use independent thinking and interdependent work, along with utilizing risk management to help drive decisions being made in the organization.

In an environment where the recession has impacted almost every industry in a negative way, and with technology making businesses move quicker and smarter than ever before, leaders are faced with even more fierce competitors. Leaders need to make a choice between leading in the 20th century or moving forward and changing their mindset to lead in the 21st century.  Which one will you choose to lead by in order to be ready for the 22nd century?

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Same Birthday, Different Year

Posted November 5, 2009 by razzik
Categories: Baby Boomer, Cross-Generations
Tags: , , , , ,

One of my long-distance online colleagues, Betsy, whom I’ve known for the past 4 years, revealed her true age to me the other day.

Due to our advanced technology, we are able to conduct business without telephone calling or face time. However about 3 years ago, we did talk to each other on the phone and it was very nice to at least put a voice to my emailing counterpart. During our conversation, I mentioned that it was my birthday, and she told me that it was hers as well.. same day! What a coinky-dink! Betsy quickly added that it was not the same year though. I just figured she was around my age. I thought we had a lot in common and write occasionally about some personal things, but it never led me to wonder about Betsy’s age through our correspondence. Nothing in her emails tipped me off to her tender age.

A few days ago, I wrote to her about some issue, and I mentioned my age like it was some special, lifetime achievement award that I earned from the school of hard knocks. She immediately wrote back and said that she did not know what I was talking about because she was only 26! A shudder raced up my spine when I read that! All this time I was working with someone half my age?! Not only bewildered by this news, I admit to a twinge of jealously. The next thing that coursed through my mind was that I probably have more experience than her in our line of business. The mental shift that took place in my mind was quite profound, awkward and bothersome to me all at the same time. That certainly was a prejudiced feeling on my part. I thought, “Oh darn, now I have to teach this kid the ropes… but what about all this time? Betsy really knew her business and taught me a lot.” Would our newly discovered age difference upset our working rapport?

The next immediate wave of emotion was guilt. I felt badly that perhaps I was speaking to her on my age level all this time, not being sensitive to her age group. In turn, she was being polite not to mention my age to me. After all, why should I bother her with grandmother things, or reminisce about old days when she may not be able to relate or have any interest at all in my life? Yet, here we are working on the same job together via the internet.

I quickly jetted off an apology to Betsy, “Oh, I didn’t realize you were only 26 years old! I am so sorry! Our birthdays are the same, tho, right? March 31. OMG – Haaa!”

Then Betsy responded and shocked me again, but this time with relief, “Yes, sweetie, we are 26! I don’t know why you keep doubling your numbers!”

Now I remember why I like Betsy so much!

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Who Says Ethics and Social Responsibility Are Important?

Posted October 30, 2009 by razzik
Categories: Baby Boomer, Generation X, Generation Y
Tags: , , , , , , , , ,

by Kerry Johnson, PhD

A recent study by Kelly Services Inc. and published in Crain’s Detroit business states that nearly 90% of recruits are more like to work for a company that is socially responsible and ethical in business practices. Now, this of course should be no surprise based on what we have been through over the last few years within the banking industry and companies like Enron. However, about half of these employees in the Gen Y and X group said that they would forego a promotion or pay increase to work for an organization that has a good reputation. Don’t we all want to be proud of whom we work for, or have the Boomers been tainted? Do the Boomers just expect that somewhere along the line there will be unethical people, who make unethical companies, and as long as he or she is safe and still has personally good ethics then let’s move on?

Do the constraints of today’s economy help us turn our heads the other way? At what point can we throw in the towel and say, “I can’t do this anymore.” Well, many of us have bills to pay, kids to feed, a lifestyle that we are accustom to that may be as simple as putting a roof over our heads. I’m sure that we have all experienced a time or maybe even more than one that we really questioned the decision making or ethics behind the decision makers within a company. No matter what generation you are from, you have likely been in a lengthy discussion about the way we have bailed out some companies and then paid their executives fat bonuses. How is this ethical? Who is making these decisions? In a simple poll at the office, it was found that all generations are disgruntled, yet it is the Gen X and Y group that really have trouble with this philosophy. Are the Boomers just tainted and maybe worn out?

The research at Kelly Services Inc. also touched on something a little simpler, suggesting that 80% of employees prefer to work for a company that is environmentally responsible. I suppose this is not as difficult as being ethical and touching on the inner being of ones soul. So put out one bin for paper, another for cans, maybe even one for plastics, and call it a day. Some companies even recycle cell phones, ink cartridges, and computers. I will say though, at least in my office, it is the Gen X and Y group that is the most responsible in this area. Maybe because many of the Gen Y group has been recycling for as long as they can remember, and the Gen Xers are more in tune with the environment. However for the Boomers, it is a habit that needed to be developed and by all means should now be formed. When I told someone last week that my recycle bin was larger than my garbage bin, they were shocked. If you really think about it, almost everything is recyclable, but it does require a brief moment of thought until it becomes a habit. You see I was trained by my Gen Y children and the Gen Xers I work with on a daily basis.

Well ethics and the environment are a topic of discussion for any break room, no matter what generation you represent. Just be careful on how you position yourself, as you may be in for a very long debatable discussion. Should we say don’t discuss ethics or social responsibility at work? That just doesn’t seem right.

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On My Guard

Posted October 29, 2009 by razzik
Categories: Cross-Generations
Tags: , , , , , , , ,

Is it just me, or does it seem like we have to fight for everything lately?

When I use the word, “fight” I mean I have to mentally prepare for strategic, psychological warfare with words – mainly on the defense. I argue against the shocking telephone bill, my rising mortgage payment, the unfair property taxes, my village water bill, my skyrocketing health insurance costs, the miscalculated grocery receipt, high gas prices, and restaurant tab mistakes, just to name a few. What used to be a rare event dealing with these instances has now become a commonplace battleground for many of us. It seems we are always geared up to be on the defense to protect ourselves from unfair treatment especially where it hurts most – in the pocket book. With everyone’s ears to the ground anticipating the next economic blow, it’s no wonder we are on guard. I hate to sound like a sensationalist, but for many of us, this could become a state of paranoia.

I believe this defensiveness has trickled into the workplace for many of the same reasons. And I do mean money – our paychecks. Yes, the defensiveness has been there for many years, but I think the main reason workers were defensive was mainly due to having pride and wanting recognition – a pat on the back for a job well-done. We may have been a little jealous of each others’ talents, while still happy for them, but it never was a threat to stay employed! Needless to say, the competition is the toughest I’ve ever experienced. It’s not a matter of being the best at getting a job. Now you have to prove you are the best to KEEP it!

In light of working with my younger colleagues, I find myself subliminally broadcasting some of my qualifications listed on my résumé – and thereby reminding myself – that I am not new to my profession. (Note that I use the word, “colleague” and not “peer.”) I don’t just shout out my entire résumé verbatim, but when feeling a little threatened, I find myself saying things like, “I have plenty of years using this software, I can illustrate, I took courses in that, I know what you are talking about because I attended a seminar..” etc. This reaction is terribly defensive like everything else lately. This tends to start when I feel that my younger colleagues seem to think that I stopped learning new graphic art techniques since 1982 and haven’t caught up yet. That just drives me crazy because it’s not true! I could also be wrong about it, but I just feel that way sometimes. At the opposite end, it reminds me when I was much younger, when older workers used to condescend to me in every way – work-wise or on social levels. Perhaps it was my own personality and look that brought about reactions like that. I don’ t know. Today, it’s that same feeling except now, I’m the older worker. Funny, I never defended myself to my older colleagues back then, yet people knew I had a voice.

Please understand. I love learning new things from my younger colleagues. I am always open to new ideas and marvel at everyone else’s contemporary creativity! I only feel defensive when I hear, “Nobody does it like that anymore,” or “that’s old school,” or “don’t you know, Silly..” Okay, maybe it is old school, and maybe it’s okay to even blurt that out loud without worrying about the consequences of hurting my feelings, but when you embarrass me in front of others within earshot, trying to show how superior you are over me because you think I don’t know new skills, that’s where I draw the line.

Other than being 100% kinesthetic, and prone to sensitivity, I believe I am simply on my guard and defending my job – and mainly just to stay EMPLOYED. I don’t like being defensive. I don’t like being offensive either. The workplace is a very harrowing experience during a recession. Not to wonder with all the layoffs. No matter what generation you are, no matter how old you are, no matter what kind of job you have, we are all trying to survive. I don’t want to come to work with an eyebrow up when talking to a young colleague, nor to anyone else in my age group, feeling like I have to prove my worthiness to stay employed.

I believe the sword of Damocles is hanging over us all.

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What Do Generations Think About Layoffs?

Posted October 7, 2009 by razzik
Categories: Baby Boomer, Cross-Generations, Generation C, Generation X, Generation Y, Generation Z, Generations, Teenagers, Veterans
Tags: , , ,

by Kerry Johnson, PhD

In today’s economy, we can’t go a day without hearing about someone losing his or her job, a major company letting go of hundreds or thousands of workers, or another facility closing down. Really, it doesn’t matter which generation you are from, you are of course aware of the economic conditions around the world, or at least within your own country.

Only recently did I pursue talking with a few experts (those who have been laid off) in the last few weeks to find that there is a bit of a difference between generations. Although, we all go through the stages of grief after losing a job (shock, denial, anger, bargaining, depression, testing, and acceptance), the response may be different based on age or maturity and experience. More importantly, it is the perspective and approach we take moving forward that can make the difference. We all have the assumption at first that finding another position will be like walking into the territory of the unknown, which can make anyone feel a bit uneasy. However, based on experience, skills and/or education it is definitely possible to find ourselves in a better place.

Here is one man’s story: The Baby Boomers who still have 10 years to give of their career are determined to find a position that will better their lives and fit their needs at this stage of their career.

The Gen X and Y generation understand that employers are not loyal to their employees, however, this does not mean that they too will not go through the phases of job loss. In fact, this generation has no expectations for corporate. Layoffs, corporate scandals, and financial needs have been the priority over people during their working years, and so why should this generation expect any real loyalty from an employer. Don’t be fooled, this generation believes they are a quick start and can take on considerable responsibilities, if the job is meaningful and the company cares about their employees. They generally bring a sense of humor, reality and at the same time are skeptics when it comes to layoffs. Don’t feel bad if you’re a Baby Boomer or Veteran and have no idea where this generation is coming from; they’re not from your generation and each accepts change in his or her own way.

Generation “C” (those highly connected through technology regardless of age) have also made a big impact in this area. Technology and the extent of exposure it can bring to Generation C have been considerably helpful in today’s tough economic climate. If you’re not technology wise, make sure you are into networking, before it is too late. Today, it is a matter of survival and you never know when it could happen to you.

Best wishes to those loving life and those looking for their next great opportunity!

 

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What to wear?

Posted September 21, 2009 by razzik
Categories: Cross-Generations, Generation C, Generation X, Generation Y, Generation Z, Generations, Veterans

by Kerry Johnson, PhD

When you go to a business meeting or begin with a new company you are immediately faced with what to wear.  Therefore, the first thing most people do is to find out if a dress code has been made available within the company handbook or the policies of the organization or society.  Over the years dress codes have been changing dependent upon the culture and environment of the group.

Looking back fifty years ago, a suit was worn by men and women and was often dark in color, with a white dress shirt (long sleeve and button down).  Women wore usually a dark colored suit, and skirts – no pants, in order to avoid standing out in a business world dominated by men.  The white-collar world was accustom to wearing a suit, and really did not think that they would ever dress differently within the workplace.  In fact, to many a suit represents power and authority; of course, this would be mostly the Veterans and Boomers that think this way.

Astoundingly, a new trend startled the business world in 1970 with a phrase popularly known today as Business Casual.  Originally the dress code Business Casual emerged because of the energy crisis and wanting employees to be able to dress comfortably.  The Silicon Valley crowd in California was happy to oblige and this then spread across Western Civilization to other Information Technology professionals.  Today Business Casual is common in many workplaces, whether it is everyday attire, the dress down Friday look, or the attire most acceptable during a particular season, such as summer.  In fact, the casual Friday look has become the norm for many organizations, and ironically the Millennials see the suit as just another dress code to be used when mandated or at highly visible special occasions.   

Recently, there has been another change occurring within the marketplace, Resort Casual.  Unfamiliar with this term, the internet lead the way in offering a better understanding of this dress code.  In addition, the need to ask others was definitely a part of needing to know how Western Civilization was embracing this look, and finding out how they personally define this dress code.  Well, it really is all over the board.  For the most part, Resort Casual is a classic look that resembles the look of Business Casual.  According to eHow, http://www.eHow.com, “The look should be smart and refined.”  Wikipedia (a resource for information that anyone can amend), http://en.wikipedia.org/wiki/Resort_wear, defines Resort Casual as “old summer clothes” that are comfortable and easy to wear.  Internet exploring suggests this is the old nautical look or cruise wear that in the last couple of years has taken on the new name Resort Casual.  However, what started this thought process was a meeting that was coming up. 

The company (a part of a fortune 500 global organization) says that Resort Casual is a pair of jeans with a polo shirt.  No shorts or flip-flops, of course, yet they highly suggest leaving the sport coat at home.   Does this mean that the next generation of corporate clothing is being defined in the white-collar world by our Millennials?  What’s an attendee to do?  Stay tuned for what comes next.

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Isn’t It Time We All Get Along?

Posted September 17, 2009 by razzik
Categories: Baby Boomer, Cross-Generations, Generation C, Generation X, Generation Y, Generation Z, Generations, Teenagers, Veterans, Work Statistics
Tags: , , , , ,

by Kerry Johnson, PhD

According to the U.S. Census Bureau, the population over the age of 65, Boomers and Veterans, resides at 37.9 million and is estimated to grow to 88 million in 2050. Today, there are approximately 5.8 million (15%) of those over 65 in the labor force, while in 2016 it is projected to be over 10 million. Of course the Boomers are the highest percentage of workers in comparison to the Veterans. This may explain why the youngest generation, Millennials or Gen “Y”, are having a harder time finding a job. In an article this September, the Wall Street Journal noted that 28.5% of this generation is unemployed. Older workers are remaining in or reentering the workforce in large numbers. In addition, they are receiving fewer dollars in their paycheck as wages decline and healthcare premiums rise. The younger generation that can find a job often has to give in to lower expectations with declining wages and fewer jobs available on the market. In the Wall Street Journal on May 9, 2009, college graduates are the highest in a decade, and employers are projected to higher 22% fewer graduates, states the National Association of Colleges and Employers. Based on our current situation, isn’t it time that we all get along? I find that there is a new camaraderie building in the workforce that is bringing workers from all generations closer together. Could it be that the length of the recession and the continuation of layoffs has made us realize that we better all “play nice in the sandbox.” Of course, there are still personalities with differences that I believe have nothing to do with age, gender, or even race. However, some of us may have our bias that we will need to put aside, in order to become more efficient in the workplace. Those who don’t may find themselves becoming an unemployment statistic. Well, it doesn’t appear that it will be getting much better for the Milliennials, so it is good to know that the Boomers and Veterans are working to support their children another year or longer. Hopefully, not for an entire decade!

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