WorkStyle

Also in the same e-mail from ASTD:

Bridging the Gap: Managing Workers From Different Generations
Nevada Journal (08/01/08) Foley, Kathleen

There are currently three generations that make up the majority of the American workforce, and each requires a different managerial approach. The Baby Boomers currently account for 41 percent of the workforce, while Generation X accounts for 29 percent and Generation Y accounts for 22 percent. To recruit and retain each generation, employers must meet their different needs. Baby Boomers are much more concerned with good long-term-benefits than their younger counterparts, who are more interested in higher short-term salaries, challenging assignments, and flexible work schedules. Additionally, Baby Boomers are more focused on loyalty to the company, have strong work ethics, and simply do what they are told. Gen Xers, on the other hand, are more comfortable with consistent training and more flexible environments, while Gen Y wants to be challenged and wants to see the reason for their tasks. These different perspectives can make it difficult for the generations to work together, making it essential for managers to encourage communication and teamwork between employees of various ages. Formal and informal mentoring and cultivating a team-oriented environment are two successful strategies for pursuing that goal. Not only will cooperation between generations create a more harmonious workforce, but also it can help groom younger generations for future promotions.

An interesting article hit my e-mail box from ASTD. It addresses a topic that is starting to gain steam: recruiting the older worker:

Older Workforce Requires Variety of Recruitment Strategies
Penn State Live (07/08/08)

Penn State, the American Management Association, and the Human Resources Institute examined the recruiting, retention, and training policies used by 208 employers across the United States. The number of younger workers eligible to take up open positions vacated by retiring Baby Boomers is small, but companies must remember that older workers that stay on the job are doing so because they cannot afford to retire or they are interested in pursuing meaningful work.

The Penn State study reveals that employers utilize a variety of strategies to recruit and retain older workers. About 58 percent of employers offer older workers flexible schedules, while nearly 50 percent of companies offer older workers cash incentives. Nearly 32 percent of employers surveyed stated they keep in touch with older or retired workers by inviting them to holiday parties and other events. As for training, researchers discovered that older workers are best trained together as a group, and training programs should be tailored to connect previous work experience and knowledge with new material. Moreover, the study revealed that older worker respond more readily to newspaper advertisements and referrals and enjoy extended lunch breaks and employer-sponsored health fairs. Additional data gathered by the study can be found in the book “Working Longer: New Strategies for Managing, Training, and Retaining Older Workers.”

Here’s a nice video about Brevard Community College.  It talks about how they moved to a 4 day week for classes and how it has increased moral and productivity.  Additionally, absenteeism is down as well.

Video on Yahoo News

With the energy crisis coming back in full swing, we might see more of this happening.  And it just might be time for it, too.