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- 4. The Power of Four This is the first time in American history that we have had four different generations working side-by-side in the workplace. These four generations often collide, as their paths cross. Each generation has distinct attitudes, behaviors, expectations, habits, and motivational buttons. They have different values, different ideas, different ways of getting things done, and different ways to communicating in the workplace.
- 5. Came into the world during the great depression. This generation is therefore conservative disciplined and view work as a privilege. Their strong work ethic, discipline, stability and experience make them invaluable employees. Veterans
- 6. Baby Boomers Grew up in the post-World War II era. Their formative years were marked by global rebuilding and recovering economies. The mood of the time was optimist and future oriented. Boomers arrive on the job committed to making things better.
- 7. Generation X Grew up in a time when their parents (Baby Boomers) devoted themselves to business and careers. Many were ‘latch key kids’ or raised by their grandparents (Veterans). They decided they would not sacrifice their families for the sake of a job.
- 8. Millennials Came of age in a world of layoffs and corporate scandals, fostering the belief that businesses in general, and big businesses in particular, value their own financial gain far above all else, and that business talk about the importance of people is largely insincere.
- 15. Is Social Media a fad?
- 30. 10 Steps TO SOCIAL MEDIA Credibility
- 31. 10 Steps to Social Media Credibility 1. Read 2. Know what you are talking about 3. Participate 4. Contribute 5. Engage 4. Be a resource, but a used car salesperson 7. Listen 8. Learn 9. Respect your communities you engage 10. Connect with people
Editor's Notes
- Susan Take a moment to think for yourself, what events shaped who you have become? Example – Traditionalists, came into the world during the great depression. This generation is therefore conservative disciplined and view work as a privilege Our next generation may carry some of the same values, due to the current market conditions and downsizing. Traditionalists: this group is roughly 75 million people influenced by the Great Depression, Roaring 20s, World War I, World War II, the Korean War, John Wayne and Joe DiMaggio. Baby boomers: this group is roughly 80 million people influenced by suburbia, TV, Vietnam, Watergate, protests, Martin Luther King Jr., Benjamin Spock, sex, drugs and rock ’n’ roll. They are optimistic and future oriented. At work they are committed to making things different – want a voice and ability to have impact in company. Prove their worth Generation X: , this group is roughly 46 million people influenced by “Sesame Street,” MTV, increasing divorce rates, latch-key childhoods, 3 mile island, Berlin wall falling. Want flexible yet results driven organizations. Enjoy measurable results and process improvement. Generation Y: , roughly 76 million people influenced by digital cameras, war in Iraq, OKC bombing, world trade center attacks, more exposure to diversity. Had close supervision very busy in school – parents acted as advocates. Arrive on the job with higher expectations than anyone – their whole life has been infused with technology where the click of the mouse will get you want you want.
- Susan
- Will Furey
- Al
- Lead by example Rules aren't enough. Leaders should model the behavior they would like to see their employees take. A corollary to this rule: don't delegate social media to interns or people who can't possibly represent your culture and brand. Build your policies around job performance, not fuzzy concerns about productivity. If your employees are using Facebook at work, they are also likely checking work e-mail after dinner or at odd hours of the day. Don't ask them to give up the former if you expect them to continue the latter. Encourage responsible use Encourage employees to use social tools to engage and interact with one another and with customers. In all likelihood they are already using the social Web. The difference is that currently they are using these tools without any guidance. Grant Equal Access Don't block your employees from any site that is already talking about your products or that you would like to see talking up your products (YouTube, Facebook, Twitter, blogs and so on.). Provide Training The social Web is a cultural phenomenon; don't go there without a guide. Consider providing some form of education for your employees (including discussion about what tools are available, how to use them and what are the prevailing cultural norms for use). Begin from a Position of Trust While there are possible negatives involved in having employees on the social Web, most employees have common sense.
- Listen before you talk Before entering any conversation, understand the context. Who are you speaking to? Say who you are In responding to any work-related social media activities always disclose your work relationship. Show your personality You weren't hired to be an automaton. Be conversational while remaining professional. Respond to ideas not to people In the context of business, always argue over ideas not personalities. Don't question motives but stay focused on the merit of ideas. Know your facts and cite your sources When making claims, always refer to your sources, using hyperlinks when possible. Stay on the record Everything you say can (and likely will) be used in the court of public opinion--forever. If you respond to a problem, you own it If you become the point of contact for a customer or employee complaint, stay with it until it is resolved.