In Dr. Anderson's experience, Gen-Xers are pretty practical. “They do understand the need for conformity, and they understand why the doctor is in charge at a medical office. But they expect fairness, balance, and inclusion.”
In terms of training, be aware that while they tend to be independent, Gen-Xers hate being thrown into situations for which they are entirely untrained or poorly prepared. “Think about what they need to know—and from their perspective, not yours,” Dr. Anderson said. Develop a more or less consistent basic training system to quickly get a new employee up to speed on the most common tasks and challenges they'll be expected to handle.
Dr. Anderson has found that team-based management works very well with Gen-X staffers, rather than top-down command and control strategies. They tend to dislike hierarchies, especially if there's no evidence that the ones at the top have earned their position. “They view things according to the notion that a good idea is what gives power, not simply position.”
Positive feedback, constructive criticism, meaningful raises, and frequent “thank yous” go a long way with Gen-Xers. They also appreciate learning new skills and job situations that offer diverse and challenging experiences, rather than simple routines. “They like to experiment, and they want fresh experiences.”
In terms of financial issues, be aware that Gen-Xers are often struggling. At the same time, they tend to be less motivated by money than many Boomers are, and they strongly resist being bought off. Given that most medical office jobs in a given geographic area will pay more or less the same salaries, money is usually not an issue as long as you're paying market rates.
“You won't necessarily get a better employee by offering a few dollars more,” Dr. Anderson said. But you will if you show that you can offer a flexible, team-based work situation; a lively office atmosphere; and a culture that respects their intelligence, input, and extraoffice interests.
These generational inclinations are rough guidelines, he stressed, and while they can give some insight, they are no substitute for getting to know the individual you are trying to hire. “Find out what each employee wants, and reward them accordingly,” Dr. Anderson said.
The single most important factor in creating a happy staff is in selecting people whose personalities and characters fit well together. Remember that technical skills can be learned and developed along the way. A candidate who is a natural fit with your office culture will, in the long run, be a much better bet than a highly skilled but difficult person who does not mesh well with the rest of the staff.
Tips for Keeping Gen-Xers Happy
▸ Listen with full attention, speak respectfully, and praise good work often.
▸ Create an atmosphere in which it is okay to respectfully disagree, and remember that your Gen-X staffers will be far more responsive if you explain why you do things your way.
▸ Keep in mind that many Gen-Xers don't have long attention spans, so make your communications and instructions concise and to the point.
▸ Gen-Xers are computer savvy, so whenever possible, put your communications, guidelines, and requests online or in electronic form.
▸ Gen-Xers are learning oriented, so conduct periodic learning inventories and ask them what they're learning during the day-to-day operations of your office.
▸ Encourage your staffers to cultivate their lives outside the office.
▸ Encourage teamwork and help foster a familial atmosphere in your office.
▸ Whatever it is that you preach, make sure you're practicing it.
▸ Lighten up and learn to be flexible.
Source: Dr. Anderson