People – The Original Continuing Resource: Cross-generational Management in Libraries Adam Murray – Interim Dean of University Libraries, Murray State University 17 th 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 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 Values Certain 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 7 Foster 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), Bridgeford, L.C. (2007, July). The young & not so restless: helping employers understand, retain Generation Y workers. Employee Benefit News 21 (9), Houlihan, A. (2007, September). Bridge the generation gaps: how to get people of different ages to work together. Ward’s Dealer Business 41 (9), Lynch, M.J., Tordella, S., & Godfrey, T. (DATE). Retirement and Recruitment: A Deeper Look. Available at Polach, J. (2006). Veterans, boomers, xers, ys: it isn’t that simple. Leadership Solutions Inc. Available at Ryan, L. (2007, December). Liz Ryan career insight: leave Gen Y alone. Business Week. Available at 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?