Experience Deficit in the Workplace

What is your organization doing to prepare for the coming Experience> Deficit?

This is a question I posted on LinkedIn today. When focusing on generational differences in the workplace, perhaps organizations are over looking a key component in their overall corporate planning. Many organizations may be under the illusion that Boomers will be enticed to hang around longer than what normally would be expected by utilizing some of the incentives being offered to the Millennials. However, close observation suggests that many are playing along with corporate strategies until their exit date. The question stated more specifically could be: What tools or techniques is your organization or company doing to capture the 'EXPERIENCE' (not knowledge) of key personnel before they walk out the door for the last time.

In a recent conversation with a Sr. VP of Sales for an international chemical firm, I discovered both he and his wife were working this strategy. Seems that his reason for hanging on for a few more months is the interest rate on his retirement funds. With the new laws that have been passed, it is unclear to him what retirement strategy he will be taking. However, the plan is to exit within the next twelve months. As for his wife, she is holding out until her stock options are fully vested.

Back to the question: What is your organization doing to prepare for the coming Experience Deficit? Let me invite you to send your comments. It's an interesting question that needs some creative thinking.

Mick Grady

www.savoyriver.com
www.generationalprofiles.com
http://genprofile.blogspot.com/

Empowering Business In Generational Differences for the Workplace

Millennials - Fight or Flight

Fight or Flight – A Generation Trying to Decide

A friend of mine who works at a large teaching hospital in the southwest was having lunch with a colleague. Their discussion centered around work and the new hires in each department. The colleague told a story of this young lady named Katlin (not her real name). Educated with honors, Katlin entered the workforce directly from the university. Her first task was working with people during admittance, but then would move into the accounting department, then on to management training for a climb up the corporate ladder. Katlin became disillusioned because of lack of clear direction from her boss. And after only a few weeks, despite the above average entry salary and flexible working hours, she quits. Most of her complaints during the exit interview were about her boss’s lack of response to her, lacking clear direction on jobs and her sense of lack of value by not being complemented on doing a good job.

One can only speculate on Katlin’s real issues but safe to say that she had a misconception of what it took to excel in the workplace. She thought it was all about her and what she was getting out of the job, not what she was giving or required to give. Many of the Millennials entering the workforce from college, or otherwise, have a view point that they should have their cake and eat it too without having to fight for their position and place. Having Katlin’s generational profile (www.generationalprofiles.com) would have been beneficial to her manager. Her boss would benefit by having a clear understanding on what motivates her and those of her generation.

My question to our Millennials: Are you going to fight or flight? Our human- nature gives us the ability to determine the split moment when to take flight when we see danger. Another instinct is the position of fighting. We all have the ability to determine whether to stand and fight or kick up our heals and run away. In Katlin’s case she decided to flee. Now I’m no military man but I know a little bit about how to over take an enemy. One very good way its to get in, make friends, learn their ways and become part of the solution.

Back in the 60’s many young people thought to change the world through the use of drugs, rock and roll, love, peace: known as Flower Power. When that all came tumbling down they devised a different strategy-get into politics and business. There are many wealthy business leaders and politicians who were part of or on the fringe of the hippie movement. These people became some of the most powerful movers and shakers of the Baby Boomer era. New leaders are emerging from the Gen Xers as well and I suspect the Millennials will have their great leaders, now in development.

Those who have taken on the challenge are people who entered in and took the time to find out what things were all about and learned to work within the system in order to change the system. Millennials could learn a few things using this strategy over the next 5, 10 or 15 years. A generational flip is about to occur and the Gen X’ers will soon be in charge of companies in this country and others around the world.

Mick Grady

mgrady@savoyriver.com

www.generationalprofiles.com

http://genprofile.blogspot.com/

Generational Profiles addresses Inner Generational Differences