Meagan Johnson - Generational Speaker

Solve Your Challenges and Bridge the Gap between Generations at Your Multigenerational Workforce

Meagan

Baby Boomers and Technology

Baby Boomers and Technology… Raise your hand if you’re a baby boomer!

Not sure?

If you were born between 1946 and 1964, then the answer is yes, you are a baby boomer! Your generation is 77 million strong. We had never seen such a boom in the birth rate ‘till we got to the baby boom.

Let’s shine some light on the generational differences when it comes to baby boomers and technology, their relationship to technology, as well as the 2 things you can do to get them embrace technology.

Generations and Technology in the Workplace

It used to be all about the baby boomers. But, since the millennials have come on board, we seem to forget about the baby boomers. And that is a mistake.

When I ask Millennials what are they struggle with when they work with baby boomers, a common complaint or comment is – well, Baby Boomers and Technology! That baby boomers resist technology. In fact, one millennial recently told me that a baby boomer called him to tell him he sent an email and advised him to print that email.

Baby Boomers and Technology

Well, you know we give baby boomers a lot of grief about technology and it’s not really a hundred percent accurate. I would probably guess that most of the baby boomers watching this video use technology. So in reality, baby boomers and technology are not that far off.

In fact, I always point out to my audiences, especially if I have lots of Millennials, I tell them ‘You know, you might not know this little secret about baby boomers but baby boomers were the very first iPhone users!’ Yes, baby boomers had iPhones before anybody.

A Generational Difference When it Comes to Baby Boomers

Here it is:

Ask “How will this technology make my job or life easier?”

Don’t tell them you’re just getting new technology, because it has a better ringtone, but tell them how will this new technology make their job or life easier!

If you’re an early adapter and you’re introducing a new technology to your team, you may have people resisting. Ask yourself how are you going to answer that question above.

baby boomers and technology

Here Are 2 Things You Can Do to Connect Baby Boomers and Technology:

1. Train Technology One-on-One

We often use technology to train technology and that’s great for people who are early adapters to technology. But when you have somebody who is a slow adapter, you have to train one-on-one. When you tell someone ‘Go watch a YouTube video to learn how to use this new technology.’, that’s a frustrating experience. Frustrating because that new technology never works the way it does in that YouTube video. Train them one-on-one!

2. Check Back in with Them No More than Ten Days Later

Why? Because the technology most often doesn’t work like it should. There’s a frustration or a hiccup and that person using the new technology think you know that it’s not making their job or life easier. It’s making their job or life harder.

They are going to go back to their old ways of doing things. So, check back in with that person no more than ten days later and help them through that adaptation process.

Baby Boomers Relationship to Technology

Once that person learns how the technology will make their job or life easier, I think you will see them more eagerly embrace the new technology. They may never sing from the mountaintops how much they love that technology, but your goal is that they embrace the technology and use it to make their job and life easier. And it also makes your organization or association more successful!

I look forward to seeing you next week when we further discuss the ever-changing generations and the fun challenges they bring to our lives every day.

What You Need to Know About Generation X

Generation X… Raise your hand if you are a Gen X’er.

These are the people born between 1965 and 1980. I am a Gen X’er.

What You Need to Know About Generation X

Fun Facts About Generation X

In fact, when I first heard this term Generation X,  I liked it. I thought it sounded mysterious, strong. X marks the spot, but I came to find out that actually, the term Generation X has no meaning. In fact, it comes from Douglas Copeland’s book Generation X, describing an unhappy generation in the algebraic form of X. It has no value.

We were lucky to get a named Gen X’er. In fact, in the whole generational lineup, we’re the smallest generation. Only 13% of the entire population is Generation X. If this were the Brady Bunch, we’d be Jan! We’re the forgotten child nobody wants to go to prom with. We’re stuck between the cute millennial sister Cindy and the more popular sister Marsha.

So what does this mean to you?

Characteristics of Generation X

We were the first generation in large numbers to have both parents working outside the home. This term is called ‘latchkey kids’. When we came home from school, mom wasn’t there. Dad wasn’t there either. Nobody was there. I was a latchkey kid and I’ll tell you something about it – it was awesome.

Who thought this up?

Let’s let all the kids go home from school and hang out on their own. We’d get home whenever we wanted to. We let ourselves right in the front door because we had our own key! We kept our key on a string around our neck and when we go into the house, there, sitting on the kitchen counter, on a piece of paper was a list of tasks that have been left by management. Here are the rules. The task had to be completed on time before mom and dad, aka management, would arrive home at 6 o’clock.

So when did we start doing those tasks?

About 5:45 pm. It was up to us to decide. We decide when to start, when to stop and we decided if we wanted to take a break. When something went wrong, there was nobody there to help us. No way to solve the problem. We had to complete the task and move on.

Generation X

Generation X in the Workplace

Generation X has become our most independent generation.

They enter the workforce, they join you in your groups and your teams. Their attitude is ‘Hey, tell me what you want to be done, give me the tools or training and then just leave me alone!’

We cannot forget about our friends. Though the baby boomers are people born between 1946 and 1964, baby boomers are known as our teamwork generation. They like to have a meeting to talk about the next meeting.

Working with Generation X

When working with Generation X, keep in mind the independent streak they have. They hate to be micromanaged! They like to forge their own paths.

However, don’t forget that those tools and that experience that your workforce creates resonate with this gen X’er.

Next week, we will talk about the ever-changing generations entering the workforce today.

Engage Millennials with Personalization

Customization!

That was a big buzzword with baby boomers and Gen Xers. It was about making someone’s experience customized, but now it’s not so much about customization, but personalization. Especially when it comes to the millennial generation. Engage millennials with personalization!

Millennials, people born after 1980. They are currently the largest generational section of the workforce today.

What does ‘Personalization’ mean?

Hiring or managing millennials?

Make the engagement personal and customized.

When it comes to you and connecting with the Millennial Generation, well what was previously impossible or financially not doable. Through technology, it can be done and the Millennials have embraced this.

We don’t call them “the selfie generation” for nothing. They’re able to put their image, their thoughts and their feelings on anything. They personalize the cars they drive, the clothes they wear, the phones they carry.

The more that you engage this generation through personalization, the stronger your connection.

Engage millennials with personalization!

How to Personalized a Job Application to Millenials

There’s a clothing store in Saugatuck Michigan – it’s a terrific place.

I was lucky enough to meet the owner and he shared with me his job application. I thought we’ve all seen a job application. Most of us could fill one out in our sleep. But what David did with his job application, was something I have never seen!

The job application starts out like this:

“Howdy! Thank you for considering joining the talented and fun crew at land sharks. This is our fancy job application for every job opening. About fifty-five people who complete this quiz, have a less than 2% chance of becoming a shark.”

That’s what he calls the people that work at his store – sharks.

“We understand this may not be worth your time, but if you’re interested in meeting and working with some really fun and talented people, please answer the questions below. Preferably honestly!”

Engage Millennials with Personalization

Engage Millennials with Personalization

What’s so beautiful about this job application is that he has taken something so mundane, something so ordinary, and he’s personalized it. And not only does it represent the personality of his store, but it engages the millennial employee to bring their own personality to the interview process.

Here are a few of the questions on that job application:

  • How many of your friends are getting married this summer?
  • And how many weddings do anticipate standing in?

When I asked him about this question, he explained to me that people in their 20’s often have friends getting married. If they’re standing in the wedding, they want Friday, Saturday, and Sunday off. Those are his busiest times in business.

  • What is your favorite book and why?

I asked him about this question. He said, “well, for one thing, I’m a voracious reader. I’d like to know what other people are reading,” he said “but also I feel that people that read, tend to bring a different personality element to the store”

And like one of my favorite questions on the application:

  • Are you really good at anything? Please explain…either way.

I really like how he’s changed some of those mundane, standard questions that people get asked in the interview and he’s personalized it.

Learn from this example to engage millennials with personalization.

The Millennial Generation

They are the fastest-growing generation in the workforce and the marketplace today. The more we engage this generation with personalization, the more we connect and then we succeed.

I look forward to seeing you next week.

We will discuss this incredible millennial generation and what they bring to the workforce and how you can connect with them successfully.

Managing Millennials in the Workplace

When it comes to managing millennials in the workplace, the leaders and managers of the organizations have a responsibility to engage as well.

According to a recent study, 60% of the millennial generation wants to be learning something new at work. Also, 64% of the millennials want to feel that their work is valued by their leader!

So, a leader or manager of your organization – what does this mean to you?

Managing Millennials in the Workplace

We all have a lot on our plate on a day to day basis, so what are we supposed to do? How are we supposed to manage the millennials best?

Just one 15-minutes monthly conversation with your millennial employee!

Managing Millennials in the Workplace

But wait… not just any kind of conversation. In this short meeting, you should discuss four questions:

Question Number One:

What is Something You Are Better at Now than You Were Last Month?

This question puts at the forefront of the Millennials mind what the organization has done to invest in their skills and development.

If the millennial can’t name something that they are better at now than they were last month, then there is something wrong with the training or development program they received…or the lack of.

Question Number Two:

What Would You Like to Get Better at this Month?

This puts goal-setting into place. Makes them think of something they’re going to work on and develop more skills in.

Question Number Three:

What is Your Plan Developing these Skills?

Let them tell you what their plans are and listen carefully what they are saying.

Question Number Four – This is my favorite question:

What resources Can I Help You with to Develop those Skills?

Millennials appreciate these conversations once a month for 15 minutes.

They’re collaborative and it also demonstrates to the Millennial that there’s somebody there for them. Somebody on board that’s invested in their development, their skill set, and their career.

And this is very important, as it helps tremendously with managing and motivating millennials.

Next week we will discuss the ever-changing generations in the workforce and what we can do differently to achieve success.

Managing and Motivating Millennials

What does Managing and Motivating Millennials look like in your workplace?

Millenials truly want to make a difference in the workplace and they want to challenge the old ways of thinking.

According to a recent survey, the Millenial generation is the largest generation in the workforce. They believe that innovations are being stifled by managements attitude.

What does that mean to you?

Managing and Motivating Millennials in the Workplace

What it means is that we need to allow this younger generation to have their moment in the sun. We need to step aside and let their ideas flourish. So, how do we do that? Especially if you are in the conservative industry? When we have younger employees that want to try something different, try something new, rather than saying no right off the bat, ask yourself these 4 questions.

Whatever they want to try or do, does it negatively impact:

  1. Cost
  2. Quality
  3. Safety
  4. Service

If the answer is NO, that is your little red flag to yourself to allow yourself to try this new idea, a new way of doing things.

Managing and Motivating Millennials

Bringing New Ideas to the Workforce

Recently, a client of mine in a financial institution had 2 millennial salespeople that were great. They approached the management to change the commission structure. One manager was all for it, but the upper management was committed to the old ways of doing things. They said no. They lost those two great salespeople as they went off and started their own business.

So clearly, we do have an issue with Millennial Employee Retention!

Can you image, if Steve Jobs was approached by his team about this new idea called an iPhone, and he would have said no? He would have liked the flip phone the way it was. He would not have seen the need for a new phone. A revolutionary phone. Where would the iPhone be?

Challenge the Old Way of Doing Things

If we just allow the millennial generation to challenge the old way of doing things, 2 things will happen.

  1. At worst, you will have no change.
  2. At best, you’ll have the equivalent of an iPhone in your industry!

So go ahead and ask yourself the 4 questions. Use that as a guideline for managing and motivating millennials that want to bring these new ideas into the workforce.

In the next videos sessions, we will further investigate the Millennial generation and what they are bringing to the workforce today!