3 Stereotypes Gen Y Can Use to Manage Gen X and Boomers...

Okay, I know that people are gonna start getting torqued off if I keep talking about generational stuff, but I am about to talk about something no one is talking about.  At least, no one is talking about it right now. Maybe they were talking about it when that movie with Topher Grace and Dennis Quaid came out, but I doubt it. Most people were just excited that Scarlet Johannson was in a watchable film.

Anyway, I was in yet another meeting about how to help boomers and Xers manage millennials and we were talking about communication styles, etc. And I realized that I am seeing the exact opposite problem. What about when millennials are managing boomers and Xers?  Then it becomes tricky.

The speaker (who shall remain nameless) and I were talking afterward and I asked him (he himself was in his fifties) why no one was exploring this. After enduring the indignity of him saying: "Well, who's the millennial, oh YOU?" he mused, warily eyeing my gray streak and mom clothes. Yes me. Strike one.

"Well," and he peered over his glasses at me "one thing the millennial should not do is act like they know it all." Phew! Great. Thanks. Um, isn't that sort of manager 101? (oooh did I just pretend like I knew it all) I nodded eagerly.

"Communicate effectively and definitely talk about your communication styles. . ." and then I got distracted by a cart of muffins.

Let's just say the generational expert wasn't a lot of help.  So what do Millenials need to focus on when they are managing Xers and Boomers?  I will just tell you what I think. It's basic logic and reasoning. and a flip of the conventional wisdom on how to manage us...

1. Speaker says: Millenials need input and feedback at least once per day.

Maren flips it to manage the elders: I need to not overload my team (boomers and xers) with micromanagement. I should check in with them, as often as they feel they need it, or once per week, if I am dying.

2. Speaker says: Millenials have never lived without technology (the PC et al)

Maren flips it to manage the elders: I need to not expect IMs from my sales team lead. If I want info, I should phone him or send a carrier pigeon.

3. Speaker says: Millennials are entitled.

Maren flips it to manage the elders: (censored). Ensure that my expectations are not so high that generations raised without all of my "productivity enhancing" gear cannot meet them.

So, have any of you dealt with reverse generational stuff? How do you manage people who are older, smart, more experienced than you? How can the generational commentary and research we're amassing now help when the roles reverse and the echo boomers/millennials/GenYers enter the workforce in full force? 

Let's hear it, and keep it in perspective.  After all, Topher got laid off in that movie - not Dennis Quaid....

Editor's Note - Maren Hogan is a millennial living the dream in Omaha, Nebraska.  When she's not plotting the downfall of Gen Xer's like me, she's doing marketing and development for an IT recruiting and outsourcing firm called HCI.  As a part of this tag, Maren would like to remind you that Omaha was recently named the 3rd Best City to Live/Work/Play by Kiplingers... Take that Seattle, DC and...err...Birmingham....

Comments

[Jessica Lee]

mmmmmm. yes. and precisely why i watched that damn movie, in good company, is because of this topic. if only i didn't get distracted by topher grace to learn any lessons. i can't remember what even happened in the end. but i digress...

thanks for bringing this up because i have been in the exact position of managing people who are 30 years older than me. it's a tough gig. looking back at the experience, i think the number one thing is that there has to be an acknowledgment of the fact that there are generational differences. i'm 20-something, and you're 50-something. it just is what it is, and it can't be an issue. we have differences, but we have a lot to learn from each other. get it out on the table - and from there, get out onto the table the fact that there are things to be learned from both parties. old school's got lots to pass down to new school, and i think a long as that respect is given up front, and the acknowledgment is made, you can make it work...

too much dancing around the matter or pretending like there isn't an issue whatsoever, i think that's where problems begin.

[laurie ruettimann]

Hey Maren, good post, but Topher is a late-stage Gen Xer who was born in 78. I think we're the best kind (and I include myself in that group) because we learned the mistakes of boomers & early gen Xers yet we're flexible enough to shape-shift like a millennial.

[GenerationXpert]

Interesting post. Laurie is correct about Topher - definite Xer. As am I. I did a seminar for Xers on how to manage Boomers. One of the most important things to get across to anyone who you are working with that is older than you (janitor included) is that you respect that that person has been on this Earth longer than you. That is true for anyone dealing with someone older than you at work. It's easier for the older person to listen to you if they don't think you're being an arrogant kid.

Now, the difference between Xers and Y's is not so much in use of technology, it's in decoding the humor. Xers piss off Y's (and Boomers) by being too glib (which we Xers find hilarious!). Boomers piss off everyone by talking to much. Y's piss off Xers and Boomers because they are still in their 20s and everyone in their 20s has pissed off everyone older than 30 since the beginning of time.

The real key to managing is to let go of the command-and-control mentality and see yourself as the person who helps her employees get their stuff done. If that means backing off (for the Xers) or listening to someone pontificate (for the Boomers) or giving a round of applause for a task well done (for the Y's - sorry I couldn't resist), then that's what you should do. And that sounds like what you are doing, so smile at the Boomer giving the generations song-and-dance and then go about your day.

[Wally Bock]

Understanding generational differences is important, but only as a way to help take the short cut to understanding how to manage individual people and teams. Whatever the generation, there's an awful lot of individual difference in strengths and preferences.

[KD]

Maren - great post. I think the comments about Topher being Gen X instead of Y and talk about generational specifics miss the big takeaway. Want to know how to manage someone older than you? Flip the conventional wisdom about how the more experienced generations could manage you better and viola! You've got your weak points to watch when managing them.

Brilliant!

[Jerry]

Having been a 22 year old 2nd LT in the Army, I know what it is like to manage (lead) others who are older and more experienced than you (as does every junior officer). You don't manage generations you manage individuals; you don't manage by age but by experience. You constantly ask for input from those with experience and you make your decisions - you won't always take their advice but they will respect you for asking (and don't believe that soldiers follow someone just because of his/her rank - that doesn't cut it). Having been in HR for several years I have always stressed situational leadership and attention to the individual not the group. Take care of your people (as individuals - meet their needs) and as a group they will do everything they can for you.

[Beth]

Great Post! I'm a Y'er and pretty much everyone I manage or support is older than me. I make it a point to not discuss my age or their's for that matter. (with the exception of my boss who just turned 30. I can't resist making old man references (yes to his face)- but that's only b/c he made such a big deal about being sooo much older than me - whatev.)

I completely agree with everything you posted - particularly the part about reversing the roles in order to accomodate the "elders"... I'm not gonna lie, I do the same thing (& it actually works).

Just one final question (and in the spirit of shameless promotion of a post i'm working on) ... What about Y's mananging other Y's - hmmm??

[Ellie]

As a boomer, I find the "insight" gained by turning typical advice on its head more than a bit insulting. True, I don't need micromanaging, but neither does a Gen Y-er. Check in a lot at the beginning of training someone, give them more independence as they gain confidence. Provide clear expectations, have an open-door policy, and you won't have to check in very often regardless of age (I don't believe Gen Y-ers need feedback daily). As for technology, I didn't grow up with it, but I love it and use it all. You have the right to expect anyone of any age to learn the technology they need to do their jobs in the most effective, productive way possible. Of course some people are reluctant to learn new things, but using the best tools is part of the job. Don't assume an older employee will not be able to use technology. The more you insist they do it, the better the exercise for their brains. Try learning a foreign language - it's the same idea. Just remember that computerese may be like English to you but may be a brand new language for someone else. Encourage and have patience -- they'll get the hang of it more quickly than you would learn Japanese. As for the high expectations, yes of course you should expect that of everyone. Boomers will easily meet your expectations, and provide excellent service to your customers at the same time. All this "lack of expectations" could very well translate to a decision by a young manager not to hire someone over a certain age, and that would be age discrimination. Let an older person show you what they can do. Understanding might come a bit more slowly, but usually once learned is held more deeply. That boomer just may be your dream employee. Just remember that if they do tell you they're not very technologically adept (remember, some of us are keeping up, so don't assume anything), then give them the time and training that they need to learn the foreign language.