The Communicator
Volume III, Issue 3/4
March/April, 2001

Editor: Debra Thompson - debra@tgassociates.com
Contributing Editors:
Bill Greif - billg@tgassociates.com
Shari Moore - info@tgassociates.com

TG & ASSOCIATES, LLC
P.O. Box 32601 * Tucson, AZ 85751-2601
Web Site: www.tgassociates.com
Phone: toll free 1-877-TGASSOC (877-842-7762) or 520-751-8922
Fax: 1-520-751-7515

In This Issue:

• Exactly What is an X’er?
• How to Manage Generation X
• Contest!! Do you know what employees want?
• Job Descriptions for the Printing Industry are Here!
• Dear Debra
• Debra’s Schedule

Exactly What is an X’er?

Speaking of Xer’s and Boomers working together – I am presenting a seminar in June that will be addressing such issues as this one. Just as a reminder, if you were born between 1946 and 1964, you are considered a Baby Boomer. This is the biggest, most powerful, most influential generation in modern times. The generation born after the Boomers have been given many labels: Post-Boomers, Baby Busters, Slackers, Twentysomethings, Generation X, The Thirteenth Generation, and probably a few more that I haven’t heard. The most common term you hear though is Generation X or just the “Xer’s”.

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Managing Generation X: What motivates younger workers?

More than 40 million American workers are in their twenties or early thirties. To stereotype these workers is dangerous, but managers need to understand what motivates younger employees. Here are four ways managers can get through to “Gen X” employees, and motivate them to work hard: 

• Help them “train for another job.” It sounds ridiculous, but younger employees realize that the old “employment contract is no more. They know they won’t stay with one company for their entire career. So, ironically, the way to keep them is to help them acquire skills that will make them more marketable later on. The more they feel they can learn from you, the more they will want to stick around.
• Give them responsibility for projects. Younger workers have more of an independent spirit than Baby Boomers or older workers. Rather than mistake this quality for a liability – e.g., a refusal to stick to procedures – treat it as an asset. Give them clearly defined goals – and the freedom to achieve them in their own way.
• Offer constant informal feedback rather than periodic performance reviews. Younger workers expect a lot of feedback from managers. Formal, sporadic performance reviews are not timely enough to keep up with the rapid pace younger employees work best at.
• Offer them access to many different kinds of information. Younger workers grew up in the computer age, and are quite adept as using different data and technology to bring together seemingly unrelated elements and solve a problem. Managers who hoard information are stifling the greatest resources younger workers bring to the table. 

- Adapted from HR Focus (American Management Association)

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CONTEST!!  Do you know what employees want?

Listed below, in alphabetical order, are 10 different things employees want in the workplace. Rank the items in the order in which you think employees find these items most important.

 _____  Appreciation and recognition

_____  Feeling “in on things”

_____  Good wages

_____  Good working conditions

_____  Interesting work

_____  Job Security

_____  Personal loyalty to employees

_____  Promotion and growth in the organization

_____  Sympathetic help with personal problems

_____  Tactful discipline

If you would like to enter the contest, go here to submit your results on line. I will publish the answers and the winner in the May issue of The Communicator. The winner will have a choice of one of the following items:

· Job Descriptions (Basic or Deluxe Set) on CD-ROM

· Complete Personality Profile Analysis for a person of their choice

· Copy of The Forgotten Customer

· HR Department Forms on CD-ROM (47 different forms taken from our How to Hire, Develop, and retain Top Performers workbooks.)

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REMINDER!

Job Descriptions Are Here & Selling like Hotcakes

BASIC SET on CD-ROM only $129 (9 positions)

DELUXE SET ON CD-ROM only $199 (18 positions)

Each job description is in a Microsoft Word (.dot) template to easily tailor the description to fit your specific needs. A set of instructions and samples of each position are provided in Adobe Acrobat (.pdf) format to retain an original.

Go to <http://www.tgassociates.com/products/products.asp#job_descriptions> to view a sample of a job description for the Customer Service Representative position.

or call Toll Free: 1-877-842-7762

Dear Debra: I hear so much about business owners being sued by employees. What should I do to protect my business and myself?

I believe there are two critical documents that need to be in place at the time of hiring to protect you when relations with your employee turn sour. The first is an employee handbook, which lets employees know what the company policies are and what is expected of them in adhering to those policies. Key ingredients in the handbook are the definition that employment is “at will” and therefore the employee can be terminated at anytime, and procedures for employee grievances and for employee discipline. The second is a job description, which clearly spells out the responsibilities of the employee. Both the employee handbook and the job description should be signed by the employee to acknowledge that they were read and are understood.

In addition to these items, there are other proactive actions that you should take to prevent future lawsuits: 1) Provide frequent employee feedback and performance evaluations, and 2) don’t postpone dealing with problems. Handle them when they occur. Problems should not be allowed to fester until an annual performance evaluation.

For more information on any of these topics, send me an email at info@tgassociates.com.

Good luck and plan ahead!

Debra

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Deb’s Schedule through June

May 2001

1 Alexandria, VA
MASA (Mail Advertising Service Association)

2-3 Alexandria, VA
Graphic Communications Association

4-5 Orlando, FL
PIP Regional Conference
Speaking: People Management - The Critical Skill & Finding, Hiring & Keeping Top Performers Is the Key to Your Success

18-20 Parsippany, NY
PIP Regional Conference
Speaking: People Management - The Critical Skill & Finding, Hiring & Keeping Top Performers Is the Key to Your Success

1-2 Sturbridge, MA
Sir Speedy, Inc.
Speaking: Hiring & Retaining Top Performers is Your Key to Success

7-8 Minneapolis, MN
Insty-Prints Annual Reunion
Speaking: Closing the Gap - Diversity at Work

19-22 Philadelphia, PA
Mail Advertising Service Association (MASA) Annual Conference
Speaking: Employees! You Can't Live With 'em & You Can't Live Without 'em

If I'm heading your way and you would like to schedule your own presentation, team building session or consulting, click here to check out my "On The Road Fee Schedule." This schedule will be in effect for all areas followed by **. You can also call toll free 1-877-842-7762 or email debra@tgassociates.com and I will send you my "On The Road Fee Schedule" for your review. It's a great opportunity!

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If you have anything you would like discussed in The Communicator or with Debra Thompson directly, feel free to contact her via e-mail at debra@tgassociates.com or call 520-751-8922.

The Communicator is intended to provide accurate information in regard to the subject matter covered. Advice received from here should be with the understanding that TG & Associates, LLC, is not engaged in rendering legal or other equivalent professional services. If legal advice or other professional assistance is required, the services of a competent professional person should be sought. TG & Associates, LLC, is not responsible for misrepresentation, misinterpretation, or misuse of the data contained in or derived from this system.

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