Ties to Tattoos: Turning Generational Differences Into a Competitive Advantage

by Sherri Elliott

Book Overview

For the first time in history, the American workforce is comprised of four distinct generations - Traditionalists, Boomers, Xers, and Millennials. Additionally, today?s workforce brings with it a new... This description may be from another edition of this product.

• Format: Hardcover
• Language: English
• ISBN: 1934812307
• ISBN13: 9781934812303
• Release Date: March 2009
• Publisher: Brown Books
• Length: 126 Pages
• Weight: 1.70 lbs.
• Dimensions: 0.7" x 5.9" x 9.1"

Customer Reviews

Getting It Right

I've seen so many generational articles and books, I was tempted to pass on yet another. When I flipped through it, I saw my litmus test for this topic area -- what years the generations are divided by. It provides me with an indication of whether the author knows the material (i.e., people and generations) or is merely recycling decades-old theories. This book passed that litmus test, so I started reading it. It's a quick read. It can be read on an airline flight. If it's a longer flight, certainly no problem. If it's a shorter flight, it's laid out well enough that it can be skimmed and most of the information can be picked up. It's not a large book -- and who needs another management tome that exceeds baggage weight limits just by itself. You may be tempted to skim through and read about YOUR generation. That's fine, but try to go back through and read about the other generations, too. That the idea of the book -- leveraging knowledge about generational differences. Not just as a tool to use on people, but as a way to understand the differences and make teams, and companies, gel. This should be required reading for any manager, especially one with mixed generations or where the manager is a different generation from subordinates. Certainly read the first and last chapters -- the last chapter title may seem like it's targeted at HR -- ignore that thought and read it. A refreshing breeze in a genre that has grown musty.

Not just for the workplace!

As an HR professional, I have read my share of business and management improvement books; I'm not a big fan of theory-only advice and my time is very limited. Therefore, I was pleasantly surprised by Sherri Elliott's, Ties to Tattoos, an easy read and an action-geared one at that! I have recommended it (and given copies) to my peers and clients--managers who deal with the generational differences every day and struggle to develop effective relationships with their staff. Indeed, I have found Sherri's recommendations and insights useful in my family life as well, raising two millenials who IM faster than they breathe. It is refreshing to have clarity on this issue of who, what, when and why we are experiencing generational conflicts and to have practical solutions to implement for improved communication. I highly recommend this book--it makes a great gift to many people in our work and personal lives.

Not just for HR professionals

Ms. Elliott did a fantastic job identifying and explaining the generational gaps in the work force. I recommend this book for all levels of employees within the organization. Simply put, it helped me identify the motivators of each group. I'm recommending it to my peers:)

Interesting ideas combined with valuable insight

In "Ties to Tattoos," Sherri Elliott has concisely identified how the multi-generational workforce is changing with interesting and informative examples from companies that have already begun dealing with these issues. This book gets to the point quickly with specific examples, scenarios, research, and plenty of "ah-ha" moments throughout the book. Sherri introduces the multi-generational workforce, which includes four groups: Traditionalists, Boomers, Xers, and Millenials. Sherri warns that the 21st century workforce is no longer a homogenous group that can be recruited, managed, motivated, trained, rewarded, nor retained using the "tried and true" now tired programs perpetuated ten years ago. She gives fascinating real-life examples of how other companies have addressed the issues that have arisen between the disparate individuals within its workforce. In Chapter 1, Sherri lays out the multi-generational workforce crisis in the midst of an upcoming labor and talent shortage; she warns us of losing the practical knowledge of retiring workers as they move on. In Chapter 2, she defines each of the generational groups using clearly understood and behavioral examples, values, ideals, and norms. One of the most interesting parts of this chapter included a conversation between two senior level human resource professionals: a manager and a consultant discussing how the HR Manager's company communicated with its employees and obtained feedback. It was an insightful look at how many companies fail to use its technology to actually engage its employees; it would have been a very funny exchange if it were not so true. Sherri illustrates examples like this one as she outlines ideas and real world strategies when she focuses on recruiting (Chapter 3), rewarding and recognizing multi-generational performers (Chapter 4), managing people who are tasked to manage other generational workers (example: a younger Millennial supervisor who is now managing older Traditionalists or Boomers in Chapter 5), making motivation work effectively (Chapter 6), and training and educating each of the multi-generational workers with design and delivery options so they are acceptable to each type (Chapter 7). This 126-page book is rich with documentation and actual accounts of organizations that have struggled with this issue. There are examples of badly implemented strategies that have back-fired; those examples are lessons to be learned and avoided. Other examples are presented from companies that faced similar problems and developed creative solutions with Sherri Elliott's guidance to their workforce challenges; those examples are strategies for turning "generational differences into a competitive advantage." You will probably need to buy three books. The first one you will want to highlight the examples and slap post-it notes on the "ah-ha" pages so you can refer back to them later. The second one you will want to give to your president or CEO-don't expect to get it ba

Valuable and relevant information

For the first time in history, the American workforce is comprised of four distinct generations: Traditionalists, Boomers, Xers, and Millennials, each with radically different generational personalities. In such a diverse environment, these differences in generational style mean that organizations often struggle to attract and retain top talent. Ties to Tattoos clearly defines what makes each generation tick and offers practical strategies for managing and communicating with employees on every rung of the generational ladder. This book is both informative and fun to read. I am a Generation Xer myself, and as I went through the book, I found myself nodding and thinking, "Yes, that is so true. If only my previous employers had understood this and taken this approach, I might still be there." On the flip side, I gained a greater understanding of what drives Boomers and Traditionalists, and I feel I am in a better position to communicate effectively with members of those generations in the future. This book is a must read not only for anyone who strives to become a more effective people manager, but also for employees seeking to improve workplace communication.