"Generation X - Arrogant Untrainables?" What is Learner-Controlled Instruction?   |  "Houston, we have a problem . . ."

Who are these people in pursuit of their life's work?

Arrogant? Certainly in the traditional sense of the word. But, another view suggests that Gen Xers are merely flexing in the purest form of this word. They are proud to a point of haughtiness for what they have accomplished and are eager to show off. Gen Xers have watched and learned that what has gone before is not the only Reality . Workplace longevity does not necessarily mean loyalty. Hard work does not equal financial security. They grew up in an era of economic upheaval and latch-key mentality. They are educated to be info-ready, are adaptable out of necessity and willing to work to get ahead although the future appears uncertain from their point of view.

What does all of this mean to you? There is a whole generation of young people raised on solving their own problems, looking for a challenge and a flexible environment in which to explore their creativity.

Could your business capitalize on these skills? Bear in mind that your training must unleash their creative energy, as Xers view their creative prowess as their single-most important and marketable quality.

Training: Quest for knowledge and skills

Gen Xers eyes are open to the 90's reality. The marketplace is ever changing and the adaptability of Xers puts them in the unique position of fulfilling these chameleon-like roles.

As Managers, allowing this group the opportunity to "rewrite" how they fit into their workplace environment is key in training. Inhibiting this process has caused many Xers to either "drop out" or become independent entrepreneurs. Many who left the corporate life behind cite the lack of:

Creative freedom. Work is an essential element in how Xers define themselves. And their work is expressed in direct relation to how much creative freedom is allowed them. Xers see their creativity as an inherent part of themselves. It is the one asset which they wholly own, can capitalize on at their discretion and benefit your organization through its implementation.

Responsibility. Xers will seize the opportunity for additional responsibility. Additional responsibility creates an environment for personal growth and job satisfaction. Responsibility-based training provides Xers with a sense of career direction.

Challenge. Xers look for work that is a series of problems and tasks that can be accomplished in a challenging fashion. They want to know "what's the point" when their energies are not being put to the test. As a Manager, you must provide the necessary challenges that Xers can test the boundaries of what has been learned, derive new ideas, and learn new skills.

Marketable Skills. Xers strive to adapt and fit the changing marketplace. They are eager to take ownership for skill building. With this ownership at stake and given the proper tools, they seek to make a personal investment in their career which also means payoff for the corporation. In order to tap into this personal investment endeavor, new skills need to be taught before the old ones become obsolete.

Investment value. Xers want to be independent value adders, but thrive on doing this in a teamwork atmosphere. The support of co-workers as well as management is fundamental if Xers are to fully invest of themselves and provide maximum benefit to the corporation.

Xers strive to lead the way in the discovery and development of innovative solutions. Proper motivation is your key here, both for new hires and on-going training, and it isn't necessarily money.

Motivation in the Corporate Environment

Money is not everything. If it was the strongest motivating factor then what is driving the corporate "rat-race" drop out? Xers are increasingly leaving behind the basically guaranteed corporate incomes in favor of entrepreneurships that come with no monetary guarantees. Money is great, but Xers need:

A sense of ownership. There is a need to feel the effort was worthwhile, whether it was for a portion of a product or part of a project. Recognition for their contribution is essential.

Feedback is vital. Communicate with them how they are doing, pro or con, at regular intervals. Constant feedback is necessary in order that Xers can keep track of their self investment value to the corporation. This two-way communication ensures they will stay on target and builds the self esteem required to go that extra mile.

Give credit where credit is due. A little recognition can go a long way in fostering your Xers driving ambition to grow and learn. Accomplishments need to be acknowledged.

The Rewards: Reap a little, sow a lot!

How do you claim your benefits from training and maintaining this group? Stay in touch with key hires. Continuous two way communication is vital. Monitor training objectives from both management and Xers viewpoints. Once the training period is over, don't assume that communication can come to a halt.

Training is an on-going process for this generation. However, don't fall victim to the assumption that this feedback need is a flaw. It is not to be confused with micro-managing. The flow of information is necessary for this group in order to expand their creative energies, adapt to their environment and feel a team camaraderie.

Invest in Gen Xers as individual assets. Xers are willing to invest of themselves for your success, but need that investment to be reciprocated. They need to know their individual contribution to the group effort was indeed important. They will invest their best in exchange for the tools with which to better themselves in the workplace.

Build solid working relationships with Gen Xers. Their loyalties are directly related to their ties with their managers. They build their careers based on their skills and personal relationships.

Loyalty to a company, as such, does not exist in the same context as in past decades. Loyalties are forged in relationships; the entity being the indirect benefactor.

Advantages

Xers thrive on arms-length management punctuated with routine feedback. This means more time for you to focus on your managerial duties.

Flexibility is a key ingredient of this generation and critical to their success, as well as yours. This flexibility prepares them for adapting to change and enhances their abilities to work harder and smarter.

Given free rein to use their creative daring shows their strength in deriving new approaches to old tasks.

Points to Ponder

• What are your consequences for failing to embrace the training wants and needs of this generation?
• Are you sitting by while your Xers drop-out rate continues to rise and your revenue dollars walk out the door?
• What kind of message do you and your corporation want to send Generation X?