How In Step Are You With Generation X? Matt M. Starcevich, Ph.D. (For individual use only, not to be reproduced or distributed without permission) Contact us Are you tired of reading about the unfortunate, misunderstood Generation X? Are you tired of catering to these folks, only to have them leave your organization? You may have no choice in the matter. A March 16, 1998, article in Fortune magazine states "... with the U.S. unemployment rate at 4.7%, about the lowest it has been in a quarter of a century, companies are no longer in the driver's seat." Your choice is to continue to be at war and try to mold them into a clone of yourself, or, you can consider how you might set aside your motives, values, and goals - accept them as they are and help them be the individual contributors to your organization that they want to be. There are about as many definitions of who comprises Generation X as there are authors. So, we have taken an average set of ages. This quiz is for leaders who are over age 35 (in 1998) with direct reports aged 20-34. This quiz asks you ten questions about how you communicate with and lead Xers. The goal is not to "pass" this quiz, but to start an honest self-evaluation process that will help you create win-win relationships. (See related article in this web site on Coaching Generation X for the drivers of this group's behaviors.) You are advertising for positions in your department. In the advertisement, do you: Describe the 100-year history of your stable, well-established company? Discuss the opportunities for learning new skills and working in a challenging, results-driven organization? Emphasize the benefit plan, stressing your excellent retirement/401-K program? Use quotes/testimonials from your senior employees that describe how much they like working at your company? Explain that you are looking for self-starting, motivated people that can make a difference? None During an interview with job applicants, what do you emphasize the most? The work-out room and outside picnic tables. Your flexible work schedules and job-sharing program. The benefits new employees get after working for one year. The company's desire for every person to learn as much as they want and be successful no matter how long they are with the company. The casual atmosphere and your policy on what type of clothing is "business casual." None As a leader, what do you think are the most important behaviors you can exhibit? Your interest in people's personal lives. Your mentoring skills. Your hands-off style. Your ability to relate to this generation. Your belief in their ability to take on varied tasks. None You are working on next year's training for your department. What does this look like? You have a lot of training scheduled for the first six months of employment. A majority of your courses can be done individually in a self-paced format. A catalog lists the courses and times available, stating that anyone can take one course each quarter if they can document a job-related need. Your courses are available on-line. Employees are encouraged to look elsewhere if you don't offer the training they need. None How do you delegate work/make assignments? Assign a lot of work so people don't get bored. Make these assignments based on what they have done well in the past. Discuss the task and help them divide the work into manageable pieces. Clearly define the task and associated deadlines. Tell them they should come to you first with any questions or when they need help. Parcel out pieces of a task so they are not overwhelmed. None As people set out to accomplish a task, do you: Encourage them to be creative and innovative in how they accomplish a task and ask questions as needed. Give them detailed instructions and procedures for how the job has been done successfully in the past. Let them know who can be of assistance within your department and throughout the company Discuss why the task needs to be done and help them see their value-added contribution. Require daily approvals of the work accomplished. None How do you go about giving feedback and performance evaluation? Let the person review the performance appraisal form so they can be prepared for their quarterly review. Plan some time every day to talk to the person about how their job is going and see if they have any concerns or questions. Provide quick, specific, accurate reflections of their performance. Give feedback when it is requested. Review their work several times each day. None When people participate on your project team, what are the characteristics of the team? The team is comprised of representatives from every department/area so everyone knows what is going on. You are the leader throughout the scope of the project. The team is empowered to make decisions and implement solutions. Your project teams generally take 6-12 months to resolve their issue. Members of the team are selected based on the skill or knowledge they can bring to the project. None How do you provide recognition? Bring in donuts for the coffee room. Have an Employee of the Quarter award. Pass out T-shirts when your department achieves its goals. Frequent, immediate "pats on the back" to individuals when they do something well. Schedule department lunches to honor specific individuals each week. None When you try to have some fun at work, you: Post cartoons on a bulletin board. Have a "costume" day. Celebrate every person's birthday. Schedule fun events after work or on weekends. Pass out mugs with the company logo. None Email Time's up
How In Step Are You With Generation X?
Matt M. Starcevich, Ph.D. (For individual use only, not to be reproduced or distributed without permission) Contact us
Are you tired of reading about the unfortunate, misunderstood Generation X? Are you tired of catering to these folks, only to have them leave your organization? You may have no choice in the matter. A March 16, 1998, article in Fortune magazine states "... with the U.S. unemployment rate at 4.7%, about the lowest it has been in a quarter of a century, companies are no longer in the driver's seat." Your choice is to continue to be at war and try to mold them into a clone of yourself, or, you can consider how you might set aside your motives, values, and goals - accept them as they are and help them be the individual contributors to your organization that they want to be.
There are about as many definitions of who comprises Generation X as there are authors. So, we have taken an average set of ages. This quiz is for leaders who are over age 35 (in 1998) with direct reports aged 20-34. This quiz asks you ten questions about how you communicate with and lead Xers. The goal is not to "pass" this quiz, but to start an honest self-evaluation process that will help you create win-win relationships. (See related article in this web site on Coaching Generation X for the drivers of this group's behaviors.)
You are advertising for positions in your department. In the advertisement, do you:
During an interview with job applicants, what do you emphasize the most?
As a leader, what do you think are the most important behaviors you can exhibit?
You are working on next year's training for your department. What does this look like?
How do you delegate work/make assignments?
As people set out to accomplish a task, do you:
How do you go about giving feedback and performance evaluation?
When people participate on your project team, what are the characteristics of the team?
How do you provide recognition?
When you try to have some fun at work, you:
Time's up
