"I just do not understand this 'next' generation of managers. My employees do not seem to have the same drive we had. They rotate jobs like undergarments, and seem to be in their own little world."
Lack of trust
Generation X employees and managers grew up in a different world than you and I did. Not better, not worse just different. If we take a closer look, I think you may now begin to understand why...
This Generation X, (or employees ranging from their early 20s to late 30s), were the first generation raised to come home from school to an empty household. They got off the bus, unlocked the door, prepared their own snacks, and started on their chores or homework. Close to 40% of all Generation Xers were touched by divorce and almost as many were uprooted or disrupted due to a family member being laid off due to an LBO or merger.
Their world was different. Their parents or relatives, seen through the eyes of a child as heroes, were regularly victims of corporate downsizing. Even their sports idols left town annually for something referred to as "free agency." And when they watched the nightly news they saw politicians and evangelists challenged by reporters who questioned motives and actions as a way of life. It is no wonder they lack a "trust" in corporate America, and government.
Good News on Gen X
Although they grew up with a jaundice perspective of authority and what you and I might call traditional institutions, there is good news as well. They extremely independent. Congratulations, we raised them to be that way, and we did a good job.
Generation X members are lightening fast learners, technically proficient, process information in sound bytes, and may be the most entrepreneurial generation ever. And they function well in teams; after all they have been placed in teams in school ranging back to early teams in Day Care. But the teams must have a clear, precise vision and purpose, and above all else truth.
Solutions, Employee Equity
OK, so they have a lack of trust in corporate management but they do trust their peer group, and are searching for honesty and truth in business.
The successful managers of the future will bring Gen Xers into the process, and give them equity (ownership) in the ideas as well as the implementation. Employee Equity is the involvement in the development - did you hear it? - development of the systems as well as the process, rather than just the responsibility for the implementation. We are not making them the new bosses, just getting them involved in the process. You are still the manager, but you have to be more open and honest than ever before. This is probably a deviation from your management training.
Let me close this section with one last metaphor. I recently saw a television interview with the legendary football coach Bobby Bowden. Coach Bowden has had a tremendous career, and when he chooses to retire, he could well finish with more victories than any other coach in the history of college football.
When asked to describe the major differences between the young college players of 20 years ago and the players he is recruiting today, he responded that 20 years ago, when they were told to run through the wall, they simply ran through the wall. For the athletes of today, usually bigger, faster and stronger than those in the past, when asked to run through the wall, they want to know why. Do you see the difference? After he successfully explains why it is important for them to run through the wall, they simply run through the wall.
The concept of blind trust in corporate America or even our government is gone forever. Please do not interpret the lack of trust as insubordination; it just is not true.