I have a birthday coming up next month.  It is not a traditional milestone birthday, but as I have gotten older, I tend to look at each birthday as a milestone and they become a time of celebration and reflection.

The Beatles

I am of the generation that reveled in change.  We went from the Cuban Missile Crisis and “duck and cover” drills to the Beatles, bellbottoms, and protesting war. We were going to change the world and, in so many ways, we did. 

Last year around this time, I began a list to remind me of how much there is for me still to learn and do.  It is my “Firsts after Fifty” list and it grows monthly.  Some of the items on the list are career oriented, such as earning my SPHR certification. Others are more personal, such as beginning to study piano or meeting George McGovern. All of them represent my need for growth, development, and change. 

The generation of change is now watching the world change around us. Retirement funds have diminished with the economy and many of us will not be able to retire at the age we had hoped.  We will work more years than we planned, but we are less certain as to where we will be working and what we will be doing.  Some of us have lost our jobs due to no fault of our own. Others have seen their career growth slow down or stall.  Many of us are searching for new jobs and wondering if we are too old to find one. We have another 10+ years to contribute to the workforce, but will we be doing something we enjoy and working where our contributions will be valued?  

Growing up in change, we are resourceful and resilient and it is still our mission to change the world.  In order to do that, we “fiftysomethings” need to sharpen the image of older workers.  Let it be known that we are not resting on our laurels and counting the months and days to retirement.  We are not unwilling to learn new technology.  We are a valuable resource that is too often left untapped.  

HR professionals need to be looking at ways to engage and develop our “seasoned” employees.  There is a need to nurture and use our institutional knowledge and mentoring/coaching skills, and better train supervisors to ensure that employees of our generation continue to not only give valued service, but feel valued. 

We still have a future, but only the present is ours to change.

Almost every human resource professional has had to attend some workshop on how to deal with generational gaps, especially with Generation Y (aka Millennials).  Who is Generation Y?  Defined in a USA TODAY article, “They’re young, smart, brash.  They may wear flip-flops to the office or listen to iPods at their desk.  They want to work, but they don’t want work to be their life.” A NAS Recruitment study states that “Generation Y makes up over 70 million people in the U.S.  With those born between 1977 and 1994 included, they make up over 20% of today’s population.  The largest generation since the baby-boomers, the Millennials are defined by their numbers.  They will have a huge social and economic impact.”  I’d say that’s pretty accurate – I mean, I can – at 27 years old I am a proud member of Gen Y. 

Now for some revelations…Like most Gen Yers I take my professional life seriously – I care, I listen, I learn and most importantly I ask questions like “Why?”  Woah, is this not what comes to mind when you think of Gen Y?  It’s much more common than you think…you just haven’t found out all of our secrets yet.  In my opinion Gen Y has gotten a bad rap.  We are not as dreadful as we are commonly made out to be.  I honestly believe the negative connotations around my generation stem from a fear or lack of understanding of what we say, how we act or how to deal with us.  Rather than learning from us and with us, our colleagues tend to get frustrated and not take us seriously.  

Remember that toddler phase when the obvious question to ask was most certainly, “Why?”  This concept IS Gen Y.  We are the generation that grew up with technology (Microsoft anyone?) as a major influence on the foundation of our behaviors.  We care about our future and what impact decisions of today can have on that future.  We are slowly taking over – as the Baby Boomers begin to retire and Gen Xers have gotten comfortable in their positions, Gen Yers are stepping up to the plate, whether you like it or not!  Most importantly, we are asking, “Why?” 

In this age of economic uncertainty, how can an organization assimilate Gen Yers into their workforce effectively and efficiently?  That’s a question I recently asked China Miner Gorman, Chief Operating Officer (@SHRMcoo on Twitter) of the Society for Human Resource Management (@SHRM on Twitter).  Her initial answer:  “Engagement is the key!”  With over 450 affiliated student chapters of SHRM at colleges and universities across the country SHRM has realized the need to understand this growing force.  With future business leaders among their members SHRM recognizes the need to help guide these individuals from the beginning of their careers and beyond.  Ms. Gorman also shared some ideas for businesses to use when working with Generation Y. 

Access to innovative technology.  Organizations must stay abreast of current and future trends in technology as a retention tool.   

As a Gen Yer, I am constantly looking for ways to enhance my skills, especially in technology.  It is a priority.  Yes, I am an HR professional with an HR college degree (Marist College, Class of 2004 – Go Red Foxes!), but did you also know that I can write, develop websites or that I am a self proclaimed social media nerd? 

Treat them as they are – sophisticated.  Do not treat them like kids or inexperienced professionals!  They are sophisticated and globally diverse in thinking – thanks in large part to how they were raised by their parents or guardians. 

Think about it.  We have been provided with access to so much.  Semesters abroad, television, computers, Blackberries, iPhones, Facebook, Twitter – just a glimpse at was has formed us.  We’ve always had choices and we can make good informed decisions – unfortunately we struggle with being trusted.  Let us make decisions and experience self-efficacy!

Full disclosure is essential.  They are a skeptical generation but still optimistic.  They are aware that there are many paths to choose when making a decision but want the facts, the real story. 

When it comes down to it, we value fairness and ethics and want to know the background of why and how a decision was made.  We want full transparency – no blind decisions, the total picture is a must!

They want to be in control of their destiny.  They long for a sense of control. 

As human resource professionals you can help us create our destinies by customizing career paths, promotions and lateral opportunities.  Teach us, mentor us, lead us!

Their parents made them do it.  This generation has been significantly impacted by the relationships they have had with their parents or guardians.  They have grown up with luxuries that no previous generation has had to the same extent. 

Seriously, I am my parents fault!  Reading books…boring.  Teddy Ruxpin reading us books – now that was fun.  Nintendo, Play Station, Sega Genesis, personal computers, cell phones, iPhones, Blackberries,  YouTube, Facebook, MySpace, Twitter, AIM – access to cutting edge technology.  Unfortunately, such access has had a detrimental impact on our interpersonal skills.  An actual face-to-face conversation is typically lost on us.  It’s easier for us to communicate with technology speak – acronyms, no punctuation, no sentence structure.  LOL (laugh out loud), BTW (by the way), OMG (oh my god), etc.  We need coaching and mentoring and want it – we want to learn and become successful – we want to live our values and make a difference.

One of the biggest problems with generational gaps comes between Generation Y and the Baby Boomers because of skills development.  Due to our technology-ingrained minds our interpersonal skills may be less adept, but it is hard for us to recognize this.  Conflict arises when Baby Boomers get frustrated with us because of issues with interpersonal skills – but progress is being made.  The challenge is, how can your organization train this generation, and learn from them at the same time?   SHRM’s views are just a start but a good one at that.  Take this challenge seriously.  You never know when your next boss could just be a Gen Yer.  Go forth and make progress while I Tweet, text, blog, friend someone on Facebook and talk to my mom on my cell all at the same time.  Good luck!

When the “Little Old Lady from Pasadena” was released by Jan & Dean in 1964, I loved the song and enjoyed it even more as I visualized my own grandmother trading in her ’56 Plymouth and cruising Jacksonville in a Dodge convertible sports car. The possibility of ever being my grandmother’s age did not occur to me. 

Flash forward to 2009:  I’m a grandmother now. I own a convertible and love to drive with the top down. Last week, I was driving home one evening down a canopy road and singing along with the radio “Go Granny, Go Granny, Go Granny, Go!” I suddenly stopped singing. “Oh no – That’s me! I don’t feel old.  Do I look old? Do others think I’m old?”

It might have been the clear night and spring breeze, but I recovered before I arrived home. Yes, I am a member of the baby boomer generation, but people in my age group are not old; some of us are not even mature.  Rather, we are seasoned.  Seasoned is defined as: Skilled or knowledgeable through long practice; Rendered competent through trial and experience; and as it would not be Gumbo without it… Seasoning is the process of imparting or improving the flavor of food.

Baby boomers are seasoned members of the workforce who are redefining what it is like to be an older worker in the 21^st century.  The technological changes of the past 20 years have challenged us to continue learning and have helped us be more creative and innovative.  Many of us are literally reinventing ourselves to stay abreast in our current profession.  Others are the victims of downsizing and layoffs, going back to school or taking certification programs to embark on second careers.  As Director of Certification for the Big Bend Society for Human Resource Management, I have had the opportunity to get to know many people who are preparing for HR Certification to improve in their current jobs or prepare for new careers.  These are people who are focusing – not on retirement – but on following a passion.  They know that knowledge is best when shared and enjoy helping others in the classes.  

As you look at your employees for new projects or review applicants for a vacant position, don’t overlook the seasoning. It might be just what you need to spice up your organization.