Association Executive - September/October 2007 - (Page 17)

Having the advantage of meaning doesn’t mean a not-forprofit organization can simply rest on its laurels and expect that Xers will come knocking down the door. There is still a sales job to be done. Let Xers know how your organization can help them find what is most important to them. Once they are through the door, you will find yourself up against a second challenge—keeping them. You see, Xers view themselves as free agents, ready to learn skills that will make them marketable, skills that will allow them to move on when a job is not satisfying. That is why it is important for any organization, in the public or private sector, to pay attention to our survey results. Remember, the top three priorities for both male and female Xers were: positive relationships with supervisor and co-workers; interesting work; and opportunities for learning. The challenge for associations and not-for-profits is to find a way to provide Xers with what they want so that they won’t pack up and leave, because it’s going to become increasingly hard to hire their replacements. A skilled labor shortage is looming. This year, as the first of the Baby Boomers begin to turn 60, organizations everywhere are asking: “Who will sit at the Boomer’s desks?” There are 77 million Boomers, but only 44 million of the neXt generation. Generation X is the first generation that is neither larger nor better educated than the preceding generation. This creates an unprecedented mismatch between the workforce and the skill demands of a high-tech economy, and with their free agent mentality, Xers are not at all afraid to go to a boss and hand in a resignation. In fact, Xers are doing it in droves. A typical Gen Xer stays in a job only 1.1 years. Many of them move on in search of more meaningful work. A 29-year-old financial analyst explains: Since I am the first person in my family to work in a corporate environment, I had no idea what to expect. I have only worked in large corporations, and over the years I am realizing that I might be more fulfilled working in a small, not-for-profit environment instead. I’m tired of just being a number and only seeing a very small part of the business. So, what does it take to attract and retain Xers? It takes a lot! It is not easy to have the courage to flatten organizational pyramids, or redesign monotonous jobs into more complex and challenging roles, or eliminate rigid human resource policies. But it can be done—successfully. Often, smaller organizations find it easier to make X-friendly changes than larger ones, but we found that with the will to do it, any organization can create an X-friendly culture. Xers want work to be a meaningful part of their lives, rather than the sole purpose of living. Their tendency to call Boomers workaholics is justified. Many of the neXt generation watched their Boomer parents sacrifice their marriages and sell their souls for career success. Xers refuse to follow in these footsteps. Perhaps (with a bit of perceptual reframing) Boomer managers can learn to see Xers as brave crusaders rather than spoiled whiners. By doing so, you can learn more about the values they embody and the visions they hold—visions of more meaningful lives and more flexible, fun, and friendly organizations. Are you ready to listen to the neXt generation? Are you ready to help lead a cultural revolution in your own not-for-profit? Ponder the potential payoff—then calculate the cost of maintaining the status quo. Laura Shelton and Charlotte Shelton are authors of The NeXt Revolution: What Gen X Women Want at Work and How Their Boomer Bosses Can Help Them Get It (©2005, Davies-Black, 2005). Charlotte Shelton, a Boomer mother, is chair, Division of Management, Marketing & M.I.S., Helzberg School of Management, Rockhurst University, 1100 Rockhurst Road, Kansas City, MO 64111; charlotte.shelton@rockhurst.edu. Laura Shelton, a typically peripatetic Gen X career, has held four jobs in TV broadcasting in seven years. She is currently a reporter, WVUE TV, 725 Marengo, New Orleans, LA 70115; laurashelton@myway.com. Not responsible for typographical errors. © 2007 Starwood Hotels & Resorts Worldwide, Inc. 336310_TheWestin.indd 1 SEPTEMBER/OCTOBER 2007 AS SOC I A TI ON E X E C U TI V E 17 7/27/07 4:51:20 PM

Table of Contents Feed for the Digital Edition of Association Executive - September/October 2007

Contents From the CEO The Executive's Role in Internship Programs 12 Weeks to Sink or Swim Book Beat Inside NYSAE Winning the War for Talent The Not-for-Profit Edge: Recruiting & Retaining Generation X Burnout Busters: 10 Ways to Cope When Work Gets Overwhelming Meeting in Atlantic City Save the Dates Index of Advertisers

Association Executive - September/October 2007

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