Tammy Erickson Associates Building Intelligent Organizations

Q&A: The Importance of Positive Attitudes in the Workplace Today

I work as a manager for a rather large company. As the economy changes, the roles of our workers change, and the company program that worked before is no longer effective. As a result, the company is trying to change how it interacts with it’s associates. Unfortunately, much of the management staff is stuck in the “old way” of thinking, where associate engagement was not a big factor. I like to think that I’m in the new way of thinking. I’d like to know if you have any kind of specialized training on effective mentorship and associate engagement. I’ve read some of you work, and I believe that positive attitudes foster positive attitudes.

Joan

Hi Joan—

I completely agree that employee engagement is very important today. And, yes, I have done a lot of work in this area. The essence of my work is perhaps best summarized as “Meaning is the New Money”—in other words, it’s important for companies to create a values-based environment. I explore these ideas in an HBR article called “What It Means to Work Here,” available at Harvard Business Review’s website.

I love your positive attitude! Best wishes,

Tammy

Filed under: Talent Management Approaches | Published: 01/15/11

Q&A: Boomers and Aging Parents

I just came from your presentation at Texas Wesleyan College this afternoon and enjoyed it very much.

But I would love to hear your take on how the Boomers are handling the enormous responsibity many have had to take on with aging parents, when they themselves are aging.

Linda

Dear Linda,

Thanks very much for your note.

Caring for aging parents is a major responsibility for many Boomers, and a growing number of X’ers, today. The one optimistic note I can offer is that today’s longer life expectancies mean that Boomers are not aging quite as quickly as members of their parents’ generation did. As a result, happily, most Boomers still have the vitality required to handle this significant challenge.

Warm wishes,

Tammy

Filed under: Boomers | Published: 01/15/11

Q&A: Perceptions of a Gap Year

Hello Tammy.

I recently stumbled upon your article regarding gap years in the midst of research for my career development seminar. I am taking time off after I graduate college in May and going to the Middle East where I will volunteer and afterward travel towards Asia. I am most likely going to apply to law school upon my return unless I experience a change of heart while away. I have heard mixed reviews regarding how graduate schools and companies view gap years. Some say that they are beneficial to a potential employee or student and others, I’ve heard, see a gap year as a lack of focus and dedication. What do you think is the more popular belief these days, especially during such rough economic times?

Daniel

Hi Daniel,

I’m believe most graduate schools and companies see gap years as excellent ways to gain additional perspective and experience—and encourage them.

Enjoy your travels—and many wishes for future success.

Tammy

Filed under: Career Strategies | Published: 01/15/11

Q&A: Weaning Your Old Team Away from Your Help

I’ve just taken a new job within my division. I was a regional sales director based out of NYC. My new role is head of training for the east coast. My successor is not based in NY, however the majority of the business for the region is out of NYC. I’m having a hard stepping away from my old position as my old team still comes to me with questions, the new person (with 15 years of tenure) is guilting me into helping out. How do I step away to focus on my new role without not looking like a team player and without looking like a jerk

Many thanks in advance for any assistance here.

Bob

Hi Bob,

I hope the situtaion is easing a bit over time.

The strategy I’d suggest is that you look for ways to reposition yourself in the eyes of your former colleagues by discussing, or otherwise making evident, the new work you’re doing. It’s much easier to say that you’re not able to help if it’s in the context of other work that must be done. Perhaps out-of-office messages that state that you’re out all week at a training program? Or an email to your old team asking their input on a new course you’re designing? Any way you can politely remind them that you have a full commitment to your new responsibilities should help reduce the number of times they turn to you.

Best wishes for success in your new role.

Warmly,

Tammy

Filed under: Leadership | Published: 01/15/11

Q&A: Generations within Volunteer Organizations

Dear Tammy,

I have been quite interested in your work for a while based on my experiences as both a volunteer and someone who works with volunteers. I would argue that generational differences are even more stark in volunteer workforces and potentially more damaging, because if people aren’t getting paid they are more likely to leave an organization if they are frustrated with the work environment. On the plus side, if people are passionate about a cause they will stay, but sometimes their passion gets in the way of effective teamwork.

Do you have any insights on how volunteer coordinators could foster better communication and teamwork among the generations?

Thank you,

Andrea

Hi Andrea,

You raise a very important point—volunteer organizatons DO have to be better at talent management because people are even more likely to leave if they don’t like the work environment than they would from paid jobs.

The fundamental principles are the same, however. Leaders should legitimize the diversity of perspectives across the generations. (“I recognize that you each may have different views on this—each is valid.”) Then, leaders should establish or help the group establish some working norms. (“In this situation, for this reason, let’s follow this norm.”) The generational frustration comes in when the guidelines aren’t clearly established, people use their best judgment (but often come to different conclusions about what is best), and other people then misjudge their intentions. As a leader, your role is to head this vicious cycle off before it begins.

I hope that helps.

Best wishes,

Tammy

Filed under: Talent Management Approaches | Published: 01/15/11

Q&A: Gen Y Seeking Feedback

Hi there,

I started working about a year ago and in the last 3 months even though I’ve been working about 14 hour days, now I feel quality of my work is suffering. I understand I need a break. I have not faced any failures but it seems to give me a constant feeling that I am not doing good. It’s crazy with the shrinking resources, but fortunate to have a temp work for me. He’s from the same school I went to. My boss hired him per my recommendation.

I feel the need for a feedback. I also want to sit down and explain areas where I think I have failed and work on my weaknesses. There seems to be no clarity on what projects am I going to handle next.

How can I ask my manager where she’s going to put me next, as I perform well when I know what expecations are?

Nick

Hi Nick—

First, you’re not alone. Many new employees, members of Gen Y, are hungry for more feedback.

The problem is that “feedback” for many older employees tends to be associated with an unpleasant experience—it often implies a judgement, an assessment, a criticism. And many tend to do it as infrequently as possible.

You’re looking for something quite different—guidance, clarity, advice on how to be more effective.

My basic advice is that you make your request as clearly as possible. Don’t use the word “feedback.” Ask your boss to spend some time coaching you or sharing some tips with you about how you can be more effective. Don’t approach the conversation with the thought that you need to explain areas where you feel you’ve failed. Instead, ask your boss for some tips on how you could have done those things better. Keep it positive and learning oriented.

Good luck!

Warmly,

Tammy

Filed under: Interactions with Your Manager | Published: 01/15/11

Q&A: Sources of Information on Generational Diversity

Hello, I attended a recent online class that you presented for AT&T that dicussed the various generations. I would like to share that information and have a discussion with some non-AT&T folks. Where can I find that information or an audio CD or DVD with you discussing the topic of Diversity in the workforce?

Thanks,

Yvonne

Hi Yvonne,

I’m so glad that you found the session useful.

I cover this information in my three books, each written to a specific generation:
Retire Retirement —for Boomers
What’s Next, Gen X?—for X’ers
Plugged In —for Y’s

I also write frequently for Harvard Business Publishing—links to blogs, articles and an online course can be found there.

I hope this helps. Thank you again for your note.

Tammy

Filed under: Information on Tammy | Published: 01/15/11

Q&A: External Mentoring Options for Boomers

As Baby Boomers start to leave the workforce by their own choice or maybe not, what advice would you give somebody who wants to start a mentoring program external to a company? I see the effectiveness of networking but could see the next logical step being sharing knowledge and experience. Valuable business knowledge is out there. What’s the best way to tap into it?

Jeff

Hi Jeff—

Are you looking to tap into a mentoring program or start one to benefit others?

In either case, I think the key is to think in terms of mechanisms to share knowledge and experience, as you note. If you’re looking to tap into such a network, join any professional organizations that may be relevant to your interests—professional societies, alumni organizations, community based business groups and so on, can all provide valuable contacts and put you in touch with individuals with the type of knowledge and experience you’ll need to pursue your next phase goals. Over time, some of these relationships may turn into more traditional “mentoring” relationships, but, even if they don’t, you’ll have a rich network of contacts.

If your goal is to start a mentoring program, think in terms of creating a forum or network that will attract people with shared interests.

I hope this helps.

All the best,

Tammy

Filed under: Career Strategies | Published: 01/15/11

Q&A: The Implications of Widely Available Information on the Generations

I enjoyed your session.

If you take your age groups and run a line down the middle. This line is â€œWe now know the price of everything via the internet.â€ We know what everyoneâ€™s house cost—car, boat and everything they own is. We can also figure out about how much every one makes.

So now your example you have a promotion with relocation is skewed. I will look up and see exactly what it costs to live there during my thought process. I will also be able to study the community and know every thing about the area in minutes. I think the knowledge of the price of what everything is affecting the economy in a new way. If someone is laid off they will not relocate so quickly to an area that is doing better.

Before the internet we would go for it with confidence and make the best of it. Now we will hesitate and might not risk as much with this new information we have. I am just wondering if you think this knowledge is changing us.

Thanks

Mark

Hi Mark—

Yes, I think you are absolutely right. There’s no doubt that access to widely-available information is changing behavior. One of the key traits I list for members of Generation X is “information savvy.” By this I mean that members of this generation are far less likely to take the word of someone in authority on any topic—they will double-check it through their own channels. This applies to the cost of relocation, as you suggest, and to many other activities in the workplace, including the best way to approach a particular task, the most reputable data, and so on.

Thanks for your comment.

Warmly,

Tammy

Filed under: Comparisons Among the Generations | Published: 01/15/11

Q&A: Mentoring within Universities

Hi Tammy,

I came accross your blog in HBR (Give a Gift ....) and really appreciate the tips you provided. I think it will work.

These days I am busy to introduce mentoring to university students, while I found it quite struggling to reach individuals, I approached the top management of a university (my idea is to try one university first than several), then it will be promoted through its career centre. My objective is actually to help as many as individuals (univ. students in this case) to know what they want, a lot of students just enjoying their time at college without having any specific plan on what to do after graduation. It is true for students with high or lower GPA.

Unfortunately mentoring is still not popular and the lecturers and/or university staff members does not have any idea about this. Well, throughout their lives sure they do have informal mentors, but it takes time for me to explain so that they can realise the needs for the students to have strong will and find ways to realise what they want (one of them is by having valuable conversation/relationship with mentors).

Having said that, I am seeking your opinion as now I am a bit confused about what to do to continue with introducing this concept. I am thinking of using social media (FB and/or Twitter) to sell the idea as I have been waiting for quite sometimes for more traditional way of introduction, i.e., through seminar or discussion with this university students, and there is no progress yet.

Any thought is appreciated. Thanks a lot.

Eridani

Dear Eridani,

I very much commend you for the goals of your work.

My suggestion is that you turn your approach “inside-out.” In other words, rather than trying to assign mentors to students, focus on making knowledable people available to the students as needed. Publicize the types of information/ expertise each mentor has to offer and encourage the students to reach out to individuals in areas related to their needs or interests.

Best wishes for success,

Tammy

Filed under: Generation Y | Published: 01/15/11

Q&A: Presentation from the SHRM Staffing Management Conference 4-10

Can I please get a summary of your general session address at the Staffing Management Conference and Exposition at the Walt Disney World Swan and Dolphin Hotel at Orlando, Florida?

Joyce

Hi Joyce—

I spoke about employee engagement—and the importance of understanding the values your employees care deeply about. The session was based on work that is also described in an HBR article called “What It Means to Work Here”—you can find it at Harvard Business Review’s website.

All the best,

Tammy

Filed under: Talent Management Approaches | Published: 01/15/11

Q&A: Gen X in Latin America

I belong to an international group within my business unit. I frequently interface with peers in Mexico and Latin America. It seems some of the gen. X folks, mimic the American baby-boomers (despite the uncertainty and corruption in their governments). There seems to be implicit respect in certain institutions (church, gov’t). However, I am not to clear of their family values as it relates to their children’s success or their approach in to the workplace. Any insights would be appreciated relative to this region of the world?

Vince

Hi Vince,

I do think that X’ers in many Latin American countries share some characteristics with U.S. Boomers—particularly the anti-authoritarian views which, as you pointed out, stemmed from the corruption evident in many governments during their formative years. I don’t find that they have respect for government. I do find that they tend to have deep family values.

Here’s a summary I recently wrote on Gen X in Brazil:
The economy continued to struggle in the late 1970â€™s and 1980â€™s, resulting in strikes for higher wages. Opposition to authority became more vocal and widespread. Civilians protested to end the military government rule and demand a direct vote. In 1989, the first democratically elected president in 29 years brought free trade and privatization, although the transition was fiscally arduous. This difficult path left members of Generation X risk-adverse, with a strong sense of self-reliance and a strong commitment to their families.

I hope this helps. Best wishes for continued success in your collaboration with peers throughout Latin America.

Warmly,

Tammy

Filed under: Comparisons Among the Generations | Published: 01/15/11

Q&A: Defining a Value Chain

What is a value chain?

SOBIN

Hi Sobin—

You can find lots of information on value chains on the web. Here are three sources:

The value chain, also known as value chain analysis, is a concept from business management that was first described and popularized by Michael Porter in his 1985 best-seller, Competitive Advantage: Creating and Sustaining Superior Performance.
en.wikipedia.org/wiki/Value_chain

The sequence of activities that a firm undertakes to create value, including the various steps of the supply chain but also additional activities, such as marketing, sales, and service. Term due to Porter (1990) and used by Krugman in slicing up the value chain.
www-personal.umich.edu/~alandear/glossary/v.html

The sequential set of primary and support activities that an enterprise performs to turn inputs into value-added outputs for its external customers. ...
http://www.ichnet.org/glossary.htm

Hope this helps,

Tammy

Filed under: Talent Management Approaches | Published: 01/15/11

Q&A: Attracting Different Generations to Social Organizations

How are social organization, (Example Lions Club, Masons, Churches, Knight of Columbus, etc), attracting and keeping boomers, Xers, and Gen Y? What would be a good source to obtain additional information, on this subject?

Gregory

Hi Gregory—

That’s a really interesting question. I’ve found that the key is to match programming of the social organizations to the key values of the generation.

Here’s an example. I was on the Board of an arts organization a number of years ago. Initially, our target donors were Traditionalists—a group that deeply values joining organizations, membership, and belonging. The fund-raising emphasized that donations of different amounts would allow you to become a “member” of different “clubs”—the Silver Club, Gold Club, etc. Each Club came with increasing levels of prestigious amenities. As our target donor based shifted, and we began to focus more on Boomers, it became necessary to change the approach. Boomers place little value on joining institutions, but they are idealistic. We developed an approach in which different levels of donations were expressed in terms of the benefits each one would provide to others (donations of a certain amount would help x number of children experience this art form, etc.). It was a very effective campaign, because it touched a core value for this generation. I’m no longer on the Board of this organization, but I’d suggest that campaigns directed to X’ers might emphasize choice, control, and options (in other words, provide a menu of ways in which the donation could be used and allow the donor some control over the choice).

I haven’t seen other work in this area, but I hope this gives you some useful ideas.

Warmly,

Tammy

Filed under: Comparisons Among the Generations | Published: 01/15/11

Q&A: Promoting the Continued Employability of Boomers

Dear Tammy,

I’m an active reader of your work and on the Generations at workplace and would like to thank you for the useful & bright insights you give me sofar.

Following my reading I was wondering whether you could give me your thoughts on a couple of points below.

Out of your researches, do you believe that addressing the market of potential candidates adequately to the Generation you’re looking to target make sense?

In EU we’re facing a socio-economical debate with workers pushed to prolongue their work lenght.
With an history of employers’attitude of always firing the older generations first, and foreseeing the gap between job demands & employees availabilities in the future, would you see a market need to promoted the re-employability of our Baby Boomers?

Thanks in advance for your consideration and wish you a good day,

Best Regards,

Yoni
Belgium

Hi Yoni—

Thanks very much for your note—it’s always wonderful to hear that you’re finding my work helpful.

Yes, I absolutely feel that it’s important to promote the employability of Boomers. I actually think much of this will happen naturally, as employers find that there simply aren’t enough young employees to fill their growth needs. If they want people with relevant skills, they will need, eventually, to turn to the Boomers.

Best wishes for success in your work,

Tammy

Filed under: Boomers | Published: 01/15/11

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