Category: workplace of the 21st century

“If you can’t say it simply, you don’t understand it well enough”

By John Schaefer, June 23, 2014 8:14 am

Just read a great new article in Forbes by my friend Larry Myler, it’s called -”You’ve Got .00193 Nanoseconds to Sell Me. Go”.  He’s using the 1979 Skylab Early Warning story as an example of just how little time we all have to get the attention of our customers in today’s busy business climate.  I tend to think he’s not far off!

One of my favorite quotes is from Albert Einstein – “If you can’t say it simply, you don’t understand it well enough”.  I keep this in mind whenever I’m developing content for my web site, a flyer, PowerPoint or any other materials that I’m hoping a potential client will read.  It’s got to be brief, imformative, unique, timely and relevant or you’ve lost them and it takes somewhere around .o0193 Nanoseconds or so.

In this time of social media, instant Tweets and the ability for your content to be found, copied, revised and repurposed immediately, it’s no wonder that everybody is using the same buzz words, soundling a lot the same and ultimately confusing the heck out of their prospects.  The challenge is in being fresh, catchy and quick.

If you’re lucky and you gain interest in the first few Nanoseconds, you might get the opportunity to make your case in 5 to 15 minutes or so, so keep it tight, make it strong, and be different!

Five Generations of the Workplace

By John Schaefer, January 9, 2013 10:23 am

Five Generations of the Workplace

For the first time in our nation’s history we have five generations in the workplace. Dubbed the Zen Generation, the youngest of this generation is barely part-time and still in high school. The impact of five full-time generations in the workplace is just starting to hit hiring managers and recruiters. Each generation has their own workplace personality; creating engagement programs to speak to each generation is challenging.

What makes each generation unique? Each generation has been impacted by society, events and technological changes. The older generations live to work while the younger are working to live. In the middle are the smallest group called Generation X who struggle to claim either side of the workplace ethic and culture.

Traditionalists are born between 1925 and 1945. They are focused, determined and get the job done no matter what. They are hesitant to use technology like cell phones and social media.

Baby Boomers are the largest population. Born between 1946 and 1964, they live to work. They grew up post-WWII in brand new suburban developments driving the latest family sedans or minivans. This generation set the mark for much of what we know now as suburban Americana. Until the economic crash of 2009 this generation worked at one company for their entire career. They are, to say the least, loyal to the core.

Generation X-ers were born between 1965 and 1980.  They struggle with the loyalty of their older counterparts and the work-to-live attitude of their younger counterparts. They are the smallest in population and are often caught between the generations in philosophy and work ethic.

Generation Y, also known as Millennials, were born between 1981 and 1995. They are the most different of the generations in their love and knowledge of technology and laid back attitude. Unlike previous generations, this group craves feedback more frequently than an annual review.

The Zen Generation was born after 1995 and has grown up with technology and social media. They understand it like no other generation. While it remains to be proven, best guess is this generation will appear the most needy to employers. They, along with Millennials, will change the face of the workforce.

Balancing the five generations of the workplace is going to take creativity and commitment by employers. While older workers may crave autonomy and space to get their work completed, the younger generations want the feedback and freedom to create results.

From a recruitment perspective it may be best to hire the older generation as contractors for their knowledge and work ethic for specific projects. Hire the younger generation for the creativity, new energy and broad knowledge of many ideas. 

At Schaefer Recognition Group we help you develop your greatest asset – your employees. We look forward to learning how our Umbrella Solution can help you reach the five generations of the workplace.


Recruiting in the Five Generation Workplace

Working with Five Generations in the Workplace

The Changing Role of Manager

John Schaefer
John Schaefer

John Schaefer is a Consultant with over 20 years of experience helping companies realize and react to what he calls the Employer/Employee Disconnect. “Your people have the capacity and desire to become far more involved and productive than they are today. The resources required are freely available, if you simply choose to use them,” says Schaefer. “The key is to get your managers and supervisors to embrace this challenge by seeing what’s financially in it for them.”
Schaefer Recognition Group will share a thorough understanding of the WHAT, WHY and HOW of employee recognition and training to help you – Optimize You’re Most Valuable Asset – PEOPLE!

Presidential Debate Body Language and Corporate Culture

By John Schaefer, October 17, 2012 7:45 am

The recent Presidential and Vice Presidential debates have certainly started a national conversation about body language. Greg Williams, The Master Negotiator and Body Language Expert, described the vast difference between President Obama and Governor Mitt Romney in the first debate as, “one man bombed and the other man appeared superior.” Make a note that Greg stated in this article that he watched as a non-partisan viewer. What can we learn about corporate culture in the workplace by watching the 2012 Presidential debates? Continue reading 'Presidential Debate Body Language and Corporate Culture'»

A Simple Approach to Employee Recognition

By John Schaefer, July 26, 2012 6:00 am

At Schaefer Recognition Group we pride ourselves on taking a simple approach to employee recognition by identifying, defining and solving employee recognition solutions for our clients. We like to call it a 1-2-3 approach starting with What You Already Have in Place. The next step is Why Your Supervisors Should Care and the last is The How of Employee Recognition or how we can help your business motivate, recognize and retain key employees while saving the bottom line.

What You Have in Place: To help you and your managers identify employee recognition solutions it is important to understand what is already in place. Begin by identifying which employees fall into The Ten Levels of Workplace Disillusionment. The levels range from the Disbelief of the new employee through to the Class Clown who is more than likely over-reacting to cover up feelings of Escape or Gut Check. The levels continue to Insanity where the employee behaviors have evolved to the point of having to lay them off. At the final level employee behavior is toxic to other employees and managers must take action to improve which brings us to the second part of Employee Recognition. We can also use this step to identify existing program budgets that may not be being used to their full effectiveness. Improving results for the same or less dollars is a key to implementing a winning strategy. Continue reading 'A Simple Approach to Employee Recognition'»

Tips for Preparing Your Business for the Unexpected

By John Schaefer, July 24, 2012 2:22 pm
Cover of Batman: Dark Knight Dynasty HC. Art b...

Cover of Batman: Dark Knight Dynasty HC. Art by Gerald Brom. (Photo credit: Wikipedia)

As we have followed the summer news we are taken aback by how much of what happens in the world is unexpected and often disastrous. We are, like so many, struggling to wrap our minds around the events in Aurora, CO at the Batman Dark Knight premiere. We’re speechless as we watch wildfires spread across half the land of this beautiful nation. All the while we’re re-creating the workplace of the 21st century after the worst economic downturn in two generations. It’s a lot to process!

Here are tips for preparing your business for the unexpected:

  1. Moving ahead even when we can’t understand: The recent tragedy in Aurora, CO is shocking and as a nation we are sorting through news and social media stories to make sense of a senseless tragedy. What can we learn? In the face of struggle and tough times it is important to move you, your
    Continue reading 'Tips for Preparing Your Business for the Unexpected'»

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