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JUNE 2015 | THE SOURCE MAGAZINE | WWW.SUPERRESTORATION.COM
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productive with low staff turnovers. Their new policies have been
successful.
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Gens X and Y are unlikely to lead as did the boomers. The new leaders encourage collaboration. They want to understand other perspectives. They spend more time building team relationships than
did their predecessors. They value family time, so they’ll give staff
enough for their personal lives. A member of a team with leadership
passing from an older to a newer generation may need to adjust to
more autonomy than before and may find the boss not around so
much.
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The new generations work efficiently and productively to earn time
leagues are inflexible, resistant to technology, and unwilling to share
their hard-earned knowledge from experience. Consequently, cooperation suffers. Why is it important to bridge this generation gap?
As baby boomers born between 1946 and 1964 retire, new generations step into their shoes. Generation X born after 1965 and Generation Y born after 1990 have work values and styles markedly different from those of the baby boomers. Finding ways to bridge the
intergenerational gaps within the workforce starts with understanding how new generation leaders think and what’s important to them.
In the USA, the decreased birth rate after the baby boom years has
reduced the number of people in the 35–44 middle management
age group by nearly 20 percent. Many other major national economies face similar challenges. One practical consequence is that businesses must do more to attract and retain competent people. New
generation leaders are relatively scarce.
THE NEW
GENERATIONS
WORK EFFICIENTLY
AND PRODUCTIVELY
TO EARN TIME OFF.
off. One way they gain efficiency is by use of technology. Although
they themselves typically come to grips with technology easily, they
may need reminders that other team members may require more
training and support to get up to speed with new devices.
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To retain Gens X and Y and make them want to stay:
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Keep training in organization, time management, leadership, and
communication ongoing. Gens X and Y usually like to learn new
things and appreciate opportunities to grow.
Increase nonmonetary benefits. Gens X and Y tend to value time
as much as money if not more. Their lives outside of work and time
with family are very important to them. They appreciate employers
who understand that the traditional 9:00 to 5:00 schedule isn’t always best.
Give them freedom. Gens X and Y, often self-reliant, don’t look always for direction. They want to complete tasks in the best way on
time. Don’t force the autocratic management style that boomers often prefer, the boss giving orders. Give them some freedom to make
decisions.
Treat women and men as equals. Gens X and Y grew up with mothers
who had careers as well as families. They’re used to viewing women and men equally. If women sense discrimination, there will be
trouble.
GIVE THEM FREEDOM.
Boomers usually see long ho W'22Wf