Generation Integration: Roberta Matuson Unites Boomers, X-ers and Millennials in the Workplace

Now That's What I Call an Internship!

This morning's Boston Globe has an article on "CEO Intern." Article on summer interns taking over. CEO Pete Paulin of Decatur, Ill. based 300 Below Inc., a private industrial cryogenics processing firm is turning over the reigns of his company to five interns for eight weeks this summer. The experiment is supposed to be for a new reality television program, that hasn't landed a TV deal yet.

Compare this scenario to my recently published article on Yahoo/Hotjobs titled, 5 Signs your internship is bogus Hotjobs article.

There are lessons to be learned from this even if the show never hits the air. Here are just a few:

All Millennials are not spending their summer vacations in Europe. Many are trying to gain job experience.

Young people are capable of doing more than just photocopying.

Working together towards a common goal trumps (and I do mean Trumps) trying to take each other out so you win the prize.

I hope this show makes it onto the air. Great lessons to be learned by both young and old.

Praying for grass to grow

Okay. I will admit it. For years I have ignored our lawn. This year our lawn has decided to strike back.  Blades of grass have been replaced with mounds of dirt. I'm told that I can get my old lawn back by watering my newly seeded lawn twice daily. I will believe it when I see it.  At least I have learned a valuable lesson. You cannot ignore things and expect them to grow.

I see this happen in companies all of the time. One person leaves. Then another. Attention is not paid until there are visible signs of distress in the workplace.

Take it from me. Nurture your employees and continue to provide opportunities for their growth or you will soon find yourself spending hours of your day trying to re-seed your organization.

"Take Your Parents to Work Day"

Remember when "Take your Daughter to Work Day was all the big rage?"  Now it is so nineties.  The trend today is "Take Your Parents to Work Day."  Before you dismiss this idea as a passing trend, consider the following:

The Millennials are connected generation in more ways than one.  Many still live under their parents roof and rely on them for guidance on matters related to work. Companies are rolling out the big guns to bring in the next group of recruits as the war for talent heats up.  This means they must impress the parents.

Companies like Ogilvy PR are opening up their NY offices for the day so parents can have a better understanding of the future of their offsprings.  McDonald's is even getting into the act. Here is an interesting link about McDonalds.

Organic Inc., a web-design and e-services firm, has actually been doing this since 1999.  Feedback they received from parents included a better understanding of why their children worked so late so often.  Some parents even thought about re-joining the workforce.

Who cares if this is a passing phase? I suspect it must be working or this too would have gone by the wayside like "Take Your Pet to Work Day."

Why Face Time Should be Eliminated

I had the most productive day today, even though I was in my office for a very brief period of time. I organized my time so that I could accomplish key items on my to-do-list. I then rewarded myself with permission to take time to smell my newly seeded lawn.

I recall many a day, when I worked in corporate America, where I would sit and rearrange the papers on my desk so that I looked busy until quitting time. Of course as soon as the boss went out the door I exited.

If you are still measuring your employees in face time then you are missing the boat. Instead, try looking at results. You will be amazed how much gets done when people know they are free to leave when their work is complete.

If We Are in a Recession Then Why all the Help Wanted Signs?

The headlines everyday includes another company laying off half of it's staff. If you believe all the doom and gloom then you may be one of the many people who have simply stopped looking for work. Are we really in a recession or is this simply a way to sell newspapers?

I was in Schenectedy, NY last week and could not help but notice how many help wanted signs I saw as I buzzed from place to place. If opportunities are available in Schenectedy, you can bet there are plenty of other parts of the country where you can still find work.  But you have to come out from under your couch to do so.

Standing Out in a Crowd

Last night, Drs. Ronald Matuson and Peter Cinner stood out in the crowd. They took their entire staff (and a guest) out to dinner and to see a performance of Blue Man Group http://www.youtube.com/watch?v=VgS-4stj8fQ . The show was enjoyed by the six-year olds (guests) and the sixty-something year olds who attended.  Who says small employers cannot compete with larger employers in the game of employee engagement and retention?

The staff will be talking about this for days. Perhaps even weeks. What have you done lately to show your employees you care?

Talent Acquisition-Are you using your industry as an excuse?

I just returned from delivering a key note to a group of managers and executives who work in the supermarket industry.  I wish I had a donut for every time I heard someone say, "Well that's our industry.  We could never be like that."  I responded by giving them three examples of companies in their industry who were doing exactly what I proposed.

During our time together, we spoke about the difficulty of attracting top people to entry-level part-time operations positions both in the store and the warehouse.  Now I will admit that few people grow up saying, "My dream job is to work in frozen foods," unless of course they are an ice cream addict. But I doubt many grow up saying they'd like to work in an automobile dealership either.  Yet the Acura dealer in Latham, NY has managed to hire a team of people in their customer service area that would make others envious.

I had some time available, while in the Albany area, to get my oil changed and my tires rotated so I called the local Acura dealer.  They managed to fit me into their busy schedule.  From the moment I drove up to the moment I left I could tell that I was their number one priority.  I was escorted to a clean waiting room with desks set up to plug into the Internet.  (There were other stations set up with computers for those who didn't bring their laptops.)  Complimentary cold drinks and snack foods were set out by the comfy leather couch.  I kept looking at my watch hoping they would take more time so I could enjoy "my new office."

My car was returned, within the time they had told me, and it was hand washed.  Everyone I encountered was polite and professional. 

It should be noted that this is the only Acura dealership within a 90 mile radius so it's not like you would have much of a choice if you received poor service.  Yet the service I received was right on par with my local Mercedes dealer.  I felt so special that I told them I would make the two hour drive for my next oil change.

These employees are the same types of people that retailers are trying to attract.  I suspect Acura has been successful because they are not using their industry as an excuse for why they might have to settle for someone who is less than a "10."  Are you doing the same?

SaGE-Best Buy

I just returned from delivering a key note speech at Best Buy's corporate headquarters in Minneapolis, MN which was sponsored by Best Buy's newly formed Employee Resource Group (SaGE) for workers over the age of 40.  The group may be small in size, but their voices are getting louder every day as new members come on board.

It is no secret that our society values youth.  I'm guilty as the next guy since in my mind I am still 19.  Okay, maybe 24.  But as I looked out at the audience, I knew that I have found "my people" or perhaps they had found me. 

You may be wondering why this sector of the workforce needs an Employee Resource Group.  Like other Employee Resource Groups, this sector of the workforce is in the minority (at least at Best Buy.)  They recognize to survive they must educate their co-workers and management on how they can help the business continue to grow. 

This group of employees is a vital resource.  Not only do they still have a lot to contribute, they also have inside knowledge about the wants and needs of aging Baby Boomers.  Perhaps it is time for your organization to start your own group so  you can experience first hand what a large sector of your customers are thinking.

The Road to Generation Integration

Welcome to Roberta Matuson’s Blog on Generation Integration. There are plenty of people blogging about the impact the four generations are having on the workplace. Most are gently scratching the surface, making sure not to cause damage. Few are talking about what really matters. How the heck do you blend four distinctive groups to create a workplace that rocks? And just as important, what will happen to your organization if you fail to prepare for the seismic shift that will occur due to the changing demographics?

In addition to the generations, this blog will feature tangential thoughts on leadership, talent acquisition and retention, and other perplexing workplace challenges. To mix things up, I may even sprinkle in a few tips on parenting for those raising our future workforce.

So strap on your safety belts and prepare to be shaken up a bit as we venture down the road to Generation Integration.

A few rules for the road:

1. Feel free to post comments but understand that we reserve the right to remove postings with  inappropriate language or posts that are in bad taste.
2. Please refrain from text messaging while engaging in conversation on this blog.
3. Join in and have fun.