August 2013 
 
In This Issue
Affordable Health Care Compliance Seminar
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Dealing with Multiple Generations in the Workplace!

Is there a generation gap in your workplace? One of our brightest young stars at Mary Kraft told me there is a generation gap in our workplace just last week! I've been able to think of little else ever since! Ironically, I haven't even contemplated the term "generation gap" since I was well on the other side of the gap! Could that actually be the challenge for the majority of us? We would love to hear from you about the conversations you are having in your workplace on this topic - Lisa Benson, Staffing Director/Contract Administrator. Please email at [email protected] with your stories!    

 

It wasn't until recently that employers had to deal with not two, not three, but four different generations in the same work environment. This may not seem like a big deal, but with each generation comes a certain set of standards held close by that generation. The issues come about when these standards do not overlap from generation to generation, and having to deal with as many as four sets of standards at once can lead to many problems if not handled in a productive way. In fact, in many workplaces, not only do they not overlap - they can't even be effectively communicated from one generational group to the next without providing tons of context and explanation for each groups' perspective!

 

"People don't respond well to change," said Matt Zamzow, Director of Training at Birkman International. "Even though they may look at change and say they can adapt, most people are still resistant to change. When younger generations and older generations work together, they automatically attribute judgments to these differences because they see something they aren't familiar with."

 

According to Birkman's How Do Generational Differences Impact Organizations and Teams?, the main areas that younger generations push back on are judging work on merit or time and effort, different communication styles, and, of course, the technology divide. Younger generations today, specifically Generations X and Y, tend to want to be valued for the quality of their work and not how many hours they put in at the office, while some members of the Baby Boomer and Traditional generations believe that age and experience should be valued above all. Both Traditionals and Boomers are resistant to confrontation and dislike arguing in the workplace. Generations X and Y, on the other hand, tend to feel more comfortable pushing back if they feel strongly about an issue. The only thing all generations can agree on, in fact, is how uncomfortable they ALL are with the burgeoning idea of being compensated more on the basis of a company's overall fiscal productivity, in some form or fashion, than being compensated for being present and "busy" all day.  

 

When it comes to the best way of communicating, these four generations tend to run in four different directions. For Traditionals, formal language and traditional communication techniques go over best. They work best with things like memos, letters, and personal notes. Baby Boomers are more inclined to communicate face to face, enjoying conversations over coffee or lunch meetings. Baby Boomers like to talk ideas out, so phone calls and personal interaction gets their results. When it comes to Generations X and Y, they are relatively similar in their communication preferences. Members of Gen X tend to be very direct and results-oriented. This can sometimes come off as being very abrupt or abrasive, but they simply want to know what needs to be done and when it needs to be done and they will make it happen. For Gen Y, it is also important to be direct and straightforward with your employees. They thrive on social media and expect to be able to continue that at work. Communicating with them through text messages, emails, blogs, or other social media avenues is best.

 

Technology seems to be one of the biggest drawbacks to working with multiple generations in one environment. According to a Birkman International white paper, the older generations, Traditionals and Baby Boomers, either are not familiar with the newest technologies, or they believe them to be almost encroaching on the person's place in the office. What I think Birkman meant by this is that since Traditionals and Boomers prefer to communicate face to face, it took some time to adjust to the advent of email and instant messaging changing that. The younger generations, Gens X and Y, tend to be more technologically savvy. Gen Xers are familiar with the technology, work well with it, but are beginning to worry about being outpaced by the extremely technologically adept Gen Y.

 

Knowing about these generational differences is the key to creating a harmonious workplace for everyone involved. Above all else, mutual respect and clear communication are the most important factors from generation to generation. Things like advances in technology can be taught or learned, but instilling an environment of respect and open communication is what will really set your office apart when dealing with the inevitable generation gaps.

25 Years Young! The Workplace: Then and Now

DOS! Young professionals in small businesses today may be forced to work on a 25 year-old DOS system that is taking its last gasp! "Boomers" remember when DOS was the ultimate pinnacle of "high-tech" business solutions.

 

It's true! The workplace has changed a great deal since 1989. In the 1980s, computers were still relatively new; they were huge too, often taking up an entire desk and who could forget those beautiful black and green screens! The World Wide Web (W3) wasn't readily available until the early 90s and smoking indoors wasn't a concern at all.

 

It is safe to say that, technology has surpassed the wildest dreams of most 1980s professionals. Computers are sleek, small, faster, and, of course, complete with full color screens and affordable color printers! No more green text on a black background for today's professionals! Technology has improved so much that it is not unusual for business to be done on cell phones - arguably the smallest of the computers. The W3 has also improved the way people interact not only socially, but also on a professional level. Today, some businesses are conducted solely online!

 

Even better, there have been vast improvements in the area of employee health and safety concerns. In today's forward thinking workplace, more precautions are being taken to protect the employee, including the banning of smoking indoors.

 

The 1970s and 80s also saw the rise of women in the workplace, particularly in managerial positions. We know this to be true firsthand, as 1989 was the year that Mary Kraft & Associates Inc. opened its doors to the Baltimore community. After several years in the workforce, Mary decided to branch out on her own and do something that not many women of this time were doing - start her own business. She could not have been prouder of the dynamic, enduring women-owned business it became over the next 2 decades.

 

According to a 1993 article from the Baltimore Sun, "For the first time, the 1990 census shows, women outnumbered men in Maryland in "professional specialty" occupations -- a U.S. Census Bureau category that includes everything from doctors, lawyers and scientists to teachers, nurses and librarians". The number of "executive, administrative and managerial" positions held by women was up from only a third of women in the early 1980s to nearly half by 1990. Although these numbers look good, the fact still remained that the majority of women in Maryland were working in "administrative support" roles and men were still making substantially more money. Today women are ascending the professional ranks in huge numbers, but in most cases their male counterparts are still out-earning them significantly.

 

The last 25 years saw an enormous amount of change and growth within the workplace, and especially for Mary Kraft. We can only imagine what the workplace will look like in another 25 years, and we are definitely excited to stick around and find out!

Affordable Health Care Compliance Seminar: RESCHEDULED!
The seminar on Affordable Healthcare Compliance has been rescheduled for
Monday, September 30, 2013.
  

Attend this event to learn more about the cost and compliance requirements surrounding affordable healthcare. Our featured speaker will be Alden Bianchi, Mintz

Levin's Practice Group Leader for Employee Benefits & Executive Compensation Practice.   

 

Additional guest speakers will include Stephanie Richfield and Richard Purtell.  
 

Featured Employee

Abimbola Jegede  

 

Abimbola Jegede, or "Bim" as we know her, has worked with the Injured Workers' Insurance Fund (IWIF) since  June 17, 2013 and has also worked in IWIF's Marketing Department. Bim has been participating in Mary Kraft Staffing's IIA Insurance classes the past 10 weeks and will sit for her Exam this Fall.

 

Bim is a self-starter and fast learner, eager to embark on her insurance career once her current assignment ends. She is a graduate of UMBC  Majoring in Health Administration and holds a BS Degree. She plans to continue her education after her upcoming wedding, at which there will be 800 guests!!

 

We celebrate Bim as Mary Kraft Staffing & HR Solutions'

Insurance Employee of the Month, August 2013!

Please considering forwarding this newsletter to your contacts within the Insurance Industry, too!