For the first time in US history, four generations are working side by side, representing a 50-year age and experience span. On the upside, companies benefit from the range of experience and unique views those decades provide. On the downside, each generation has varying cultural and motivational expectations driving their work ethic and behavior.
You might find some of these defining characteristics in your sales organization:
• The Traditionalist (born between 1927 and 1945). Punctual and conservative, he survived the Great Depression and a world war and believes hard work is its own reward.
• The Baby Boomer (born between 1946 and 1964). Well-established, loyal and work-centric, he values face time in the office rather than work/life balance.
• The Generation X-er (born between 1965 and early 1980s). Witnessed the burnout of his parents; hardworking and ambitious, he prefers to set his own hours and values freedom, autonomy, and family time.
• The Generation Y-er (born in 1980 or later). Smart, creative, optimistic and tech-savvy, she is a multi-tasker who prefers technology over face-to-face interactions. Don’t waste her time making her come to your office.
The challenge is, of course, to aligning these generations toward a common sales goal; and motivating and retaining talent in each of the generational groups to give your company a talent and performance edge.
It’s important to start with some insight:
• Understand who’s in your sales organization.
• Recognize the factors that matter most when managing the generations.
• Prevent traditionalist, authoritative management from wreaking havoc on Gen Y achievements.
• Enable each generation in a larger sales strategy context.
• Recruit and retain the talent that you need.
• Set expectations and create effective incentives for each generation.
• Understand how coaching and development can help the generations to work together.
To learn more, visit
www.SalesGlobe.com.
