Six Tips on Coaching Generation X

For this article we are looking at Gen-X as those born between 1961 and 1981. That would place them about 26-46 years old. Can you think of people working in your hotel, or business, which would fall within this age range? I'm sure you can, in fact chances are you probably fall within that range. If you, or anybody working for you, are in that age range then you can be considered a member of Generation X.

Here are a few things to keep in mind when working with and coaching Generation X.

Gen X Loves to Learn

Training is important to Generation X. It has been reported that eighty percent consider training when accepting a job. The quest for self improvement is part of what drives Gen-X. It gives them the desire to move forward, to get up in the morning, learning new things and new skills are important to them. Provide them with the opportunity to grow and develop.

Work is Not Their Life

For Xers, work is what a person does to have a life, work is not their life. They watched their parents and grandparents lose everything when major companies went bankrupt, or pension plans failed to provide what these people worked so hard and loyally for. Gen-X only views work as the means to have a life and they don't make work the focal point of their life. They see a job as temporary, a stepping tone on their journey. The next big thing is always on the horizon. But, they will do their best as long as they are learning and developing their skills, skills that may come in handy on the next job.

A Sense of Community

Xers will work hard for what they believe in, and what they find to be challenging. Generation X strives for a feeling of community, a feeling of family. Because of this desire for community they like to work in a team environment, team projects. Make the work environment one they can believe in, give them a sense of belonging, a sense of self improvement and you will have happy people on your team ready to serve.

Treat Them as Individuals

While we tend to lump people together when we talk about these personality traits of a generation, keep in mind that Gen-Xers want to be treated as individuals. They know they are part of a group, part of a team, but they want to be recognized as an individual as well. The very fact their generation is named for an unknown (X), they like to be identified individually. When working with a group of Gen-Xers, don't forget they are a group of individuals.

Give Them Space

Don't be one of those over-the-shoulder managers or an intense micro-manager. Let Xers have their space, leave them to do what they are trained to do. They don't like to have every move constantly monitored. Trust that you have trained them properly, that they can perform their skills appropriately, just let them do their job.

These people are a generation of latch key kids. They spent a lot of time growing up alone while both parents worked and fending for them selves. They are used to handling things on their own. Let them do what is natural for them; to do what they know how to do without constant supervision. They are good at working on their own. This is one reason why we see more and more people working from home over the internet.

Time with the Boss

One relationship that is important to Gen-X is that with their bosses. They actually crave time with their boss. This not only gives them another valued relationship, but it also gives more opportunities to learn and develop as they gather information from someone they see as an authority at the workplace.

This relationship with the boss will also provide them with the feedback they love so much. They want to know how well they are doing their job. Having time with the boss will afford them more chances of gaining feedback on performance and gives them the chances to improve their jobs and themselves. Gen-X wants to improve, to learn and to grow. Having a proper relationship with their boss is, to them, the perfect way to develop that growth.

When it comes to the X generation, they need to have feedback quickly, especially recognitions and rewards. Wait too long and the intended praise will lose its' value and meaning. A simple 'thank you for what you do' will carry much more weight and it will build their esteem to a greater extent then the once a year performance evaluation. Give recognitions and rewards often and quickly.

Will Maguire, CHA

http://www.freewebs.com/borderlandhosp/

Over 20 years working in the hospitality industry in jobs from dish-washer to hotel general manager. Will demonstrates success in every stage of his career. Most notably in the service side of the industry. His last hotel went from the mid 50% to the top 5% in brand service rankings.

Will's book: X-cellent Guest Service, What Every Hotel Should Know About Generation X Now available through his website.

Visit his blog where he shares some of his thoughts and insights about guest (customer) service.

http://x-cellentguestservice.blogspot.com/