Here's some excerpt from his book.
Back in the day, Baby Boomer leaders (1946 to 1964) had a group of employees that were married to their jobs, had a predictable set of expectations, and only wanted to work from 9 a.m. to 5 p.m.
Then things started to change.
Generation X (1965 to 1980) entered the workplace, and they were driven, individualistic and not committed to any specific career. We can thank Gen X for the 12-hour workday!
Then, not too long after, enter the Millennials (1981 to 1995). This group grew up with omnipresent parents and don’t know a world without computers. They lack delineation between work and personal lives (they see working in the office and still being on social media just as normal as doing work related projects and email during their “own time”).
And, they want flexibility in virtually everything.
Now, we add in Generation Z (1995 to 2010). They are savvy, know exactly what they want and are demanding it right from the start — yes, including your corner office.
So, as a leader, how do you maintain sanity in the workplace, build a high performance culture, satisfy customers and grow profitably?
The answer is simple. Here is my quick five-step approach to working in harmony with up to four different generations:
1. Let go of any prejudice you may have about the behavior of a certain generation. Embrace the difference. Learn the value each generation brings.
2. Make it a daily habit to ensure that everyone understands your vision and strategies. Make them understand your why – it will help them understand their purpose.
3. Ensure that everyone clearly understands their individual role and responsibility.
4. Turn goals and objectives into a game, with a scoreboard and outcome if they win.
5. Communicate often through multiple media, because all five generations all consume their information in different ways.
Thanks Bob! Great advise.
About Robert Murray:
Robert is based out of the Vancouver Lower Mainland, is a critically acclaimed Author, Global Speaker and Business Strategist.
Check out Bob's web site and I recommend you subscribe to his blog.