People – The Original Continuing Resource: Cross-generational Management in Libraries

Adam Murray – Interim Dean of University Libraries, Murray State University

17th Annual NC Serials Conference: What’s in a name? From “Serials” to “Continuing Resources”

April 11, 2008

The Changing Workforce• March 2002 American Libraries: “Reaching 65: Lots of

Librarians Will Be There Soon”• Actual peak of retirement now not expected until 2015-2019• Wave of recruitment for new librarians• Generation Y (Millennials) currently in the workforce: 32

million• Unique work environment, with four distinct generations

working alongside each other

The Four Generations

• Traditionalists or Veterans• Baby Boomers• Generation X• Generation Y or Millennials

Stages of Life vs. Generational ValuesCertain behaviors “transcend generational values and can

better be explained when thought of in terms of life stages.”

•Youth (age 0-21)

•Rising Adulthood (22-35)

•Midlife (35-50)

•Legacy (50-70)

•Elderhood (70+)

Managing the individual

From individuals to teams?

Like Clockwork

Tip 1

Facilitate the perception of individuals, not members of other generations

Tip 2

Develop a vision & sell it.

• Demonstrating value of change to the workaday lives of library staff will increase their buy-in

• Shared projects can foster or improve sense of unity or teamwork

Tip 3

Identify natural leaders (as opposed to official managers) and utilize them to your benefit.

• Ability to inspire their fellow co-workers• Accomplished by persistent respect

Tip 3.5: back up the authority of the official managers

Tip 4

Know when to back down.

• Admit ignorance and mistakes• Make a visible effort to learn from your employees

Tip 5

Know when NOT to back down.

• No magical formula for walking the line between the two

• Situational humor to ease tensions

Tip 6

Participate in their work with them.

• Never ask your employees to do something you wouldn’t do yourself

• Show appreciation for employees’ work by giving your limited time to them

• Actively engaging in their duties with them helps you learn more about your library’s operations and issues

Tip 7Foster discussion (but balance with progress).

• Opportunities to discuss the intricacies of their duties or potential changes demonstrates your reliance on their knowledge

• On-going effort to create an atmosphere of comfort with discussion

At some point, discussions must end and a decision must be made

Tip 8

Get out of your comfort zone.

Tip 9

Implement institutional memory projects.

• Long-term employees = long-term memory of past successes and failures

• Implement technology + person-to-person mentoring

• Document, document, document

Tip 10

Feedback.

Give it.

Constantly.

Conclusion

Works Cited

Arns, J.W. & Price, C. (2007, Winter). To market, to market: the supervisory skills and managerial competencies most valued by new library supervisors. Library Administration & Management 21 (1), 13-19.

Bridgeford, L.C. (2007, July). The young & not so restless: helping employers understand, retain Generation Y workers. Employee Benefit News 21 (9), 23-24.

Houlihan, A. (2007, September). Bridge the generation gaps: how to get people of different ages to work together. Ward’s Dealer Business 41 (9), 24-25.

Lynch, M.J., Tordella, S., & Godfrey, T. (DATE). Retirement and Recruitment: A Deeper Look. Available at http://www.ala.org/ala/ors/reports/recruitretire-adeeperlook.pdf

Polach, J. (2006). Veterans, boomers, xers, ys: it isn’t that simple. Leadership Solutions Inc. Available at http://www.lsi-mn.com/assorted/generations.pdf

Ryan, L. (2007, December). Liz Ryan career insight: leave Gen Y alone. Business Week. Available at

http://www.businessweek.com/managing/content/dec2007/ca20071218_909449.htm?chan=search

Wagner, D. (2007, Summer). Managing an age-diverse work force: the difference between veterans, boomers, Xers, Ys. MIT Sloan Management Review 48 (4), 9.

Thank you!!

Questions? adam.murray@murraystate.edu