Reflecting and Moving Forward

February 8, 2012 - by Tracy Koster

At Lazer Grant we had an event filled, wonderful 2011.  We are fortunate to have celebrated the anniversaries of 10 of our loyal, dedicated team members who have been with us for 10+ years.  Pretty cool stuff.  We once again participated in the Great Get Off Your Butt & Ski Event and CA Baseball Tournament, and even brought in a yoga instructor for a lunch hour class during tax season for some well deserved stress relief!  Also, our annual Christmas Cheer Board Hamper was its usual fulfilling pastime at Lazer Grant. 

Last year we welcomed Reese Feder, Louise Cleveland, Thomas Gray and Zoe Rose.  They have filled positions in our accounting, insolvency and administrative departments.  Each is at a different point in their careers and we are delighted to have them join us in giving you our best efforts.

We enjoyed seeing many of you, our friends and clients, at our November Breakfast Session at the Norwood Hotel, featuring a wonderful presentation by Thomas Deans.  We still have some of his book, “Every Family’s Business” available.  Let me know if you would like one.

And now we look forward to an exciting and rewarding 2012!  We expect it to be another great and challenging year and we thank you for your patronage, your assistance, and your wisdom, patience and acceptance.  We appreciate your friendship.  We appreciate your business.  We truly do look forward to continuing a mutually beneficial relationship for many years to come.

If you have not yet been to our premises here on McDermot, please call me and I would be delighted to show you around.

Generational Approaches to Work – Generation Y – Part 5 of 5

March 3, 2010 - by Tracy Koster

Born in the mid-1980s and later, Generation Yers are in their 20s and are just entering the work force. With numbers estimated as high as 70 million in North America alone, Generation Y (also known as the Millennials) is the fastest growing segment of today’s work force. Gen Y is most closely aligned with the Traditionalists than any other generation as they were given full attention by their parents, which results in a generation that is strongly family-focused, sharing a fundamental Traditionalist view of the importance of family, and they are confident in themselves and optimistic about the future.

Below are a few common characteristics of Generation Yers.

Tech-Savvy - Generation Y grew up with technology and relies on it to perform their jobs better. Armed with BlackBerrys, laptops, cell phones and other gadgets, Generation Y is plugged in 24 hours a day, 7 days a week. This generation prefers to communicate through e-mail and text messaging rather than face-to-face contact, and prefers webinars and online technology to traditional lecture-based presentations.

Family-Centric - Generation Y is willing to trade high pay for fewer billable hours, flexible schedules and a better work/life balance. While the older generations may view this attitude as narcissistic or lacking commitment, discipline and drive, Generation Y professionals have a different vision of work place expectations and prioritize family over work.

Achievement-Oriented - Nurtured and pampered by parents who did not want to make the mistakes of the previous generation, Generation Y is confident, ambitious and achievement-oriented. They have high expectations of their employers, seek out new challenges and are not afraid to question authority. Generation Y wants meaningful work and a solid learning curve.

Team-Oriented - As children, Generation Y participated in team sports, play groups and other group activities. They value teamwork and seek the input and affirmation of others. Part of a no-person-left-behind generation, Generation Y is loyal, committed and wants to be included and involved.

Attention-Craving - Generation Y craves attention in the form of feedback and guidance. They appreciate being kept in the loop and seek frequent praise and reassurance. Generation Y may benefit greatly from mentors who can help guide and develop their young careers.

This concludes the series on Generational Approaches to Work. I hope you’ve enjoyed it and also hope you’ve picked up a few good tips on how to more effectively manage, reward and retain your employees with the information provided. As always, we are delighted to talk with you should you have questions or comments.

The information in this article is intended for general guidance only. Readers are requested to contact their professional advisor prior to acting on the basis of material contained herein.

Generational Approaches to Work – Generation X – Part 4 of 5

By Tracy Koster

Generation Xers were born between 1965 and 1980. Members of this generation are now in their 30s and early 40s. On the whole, they have the advantage of the best academic training in history. They are ethnically diverse and over 60% of Generation X attended college. In the work force, they are junior partners, senior associates, and mid-level support staff. Generation X leaders thrive on change, are fair, competent and straightforward, sometimes brutally honest, and results oriented. A key value of Generation X is the achievement of balance between career goals and quality of life.

Below are a few common characteristics of Generation Xers.

Individualistic - Generation X came of age in an era of two-income families, rising divorce rates and a faltering economy. Women were joining the work force in large numbers and, as a result, Generation X is independent, resourceful and self-sufficient. In the work place, Generation X values freedom and responsibility. Many in this generation display a casual disdain for authority and structured work hours. They dislike being micro-managed and embrace a hands-off management philosophy.

Technologically Skilled – The first generation to grow up with computers, technology is woven into their lives and they have learned and adapted. This generation is comfortable using cellphones, e-mail, laptops, BlackBerrys and other technology employed in the workplace.

Flexible – Many Gen Xers lived through tough economic times in the 1980s and saw their workaholic parents lose hard-earned positions. Thus, Generation X is less committed to one employer and more willing to change jobs to get ahead than previous generations. They adapt well to change and are tolerant of alternative lifestyles. Generation Xers are ambitious and eager to learn new skills but want to accomplish things on their own terms.

Value Work/Life Balance - Unlike previous generations, members of Generation X work to live rather than live to work. They appreciate fun in the work place and have a work hard/play hard mentality. Generation X managers often incorporate humor and games into work activities.

When dealing with this generation, employees need to get to the point, focus on outcomes and have fun.

The information in this article is intended for general guidance only. Readers are requested to contact their professional advisor prior to acting on the basis of material contained herein.

Generational Approaches to Work – The Baby Boomer – Part 3 of 5

By Tracy Koster

Born between 1946 and 1964, Baby Boomers are predominately in their 40s and 50s. After soldiers returned home from World War II in 1946, North America experienced an explosion of births (hence the name Baby Boomer). This generation is stereotypically associated with Star Trek, Woodstock, and the civil rights and anti-war movements. They are optimistic and keen to change the world and throw themselves into their causes, including work. This generation is well-established in their careers and hold positions of power and authority. They constitute a large majority of today’s leaders, corporate executives and senior managers.

Below are a few common characteristics of Baby Boomers.

Work-Centric - Baby Boomers are extremely hardworking and motivated by position, perks and prestige. They commit to long work weeks and define themselves by their professional accomplishments. They are the people running the major corporations right now and, since they sacrificed a great deal to get where they are in their careers, this workaholic generation believes that Generation X and Generation Y should pay their dues and conform to a culture of overwork. Baby Boomers may criticize the younger generations for a lack of work ethic and commitment to the workplace.

Independent - Baby Boomers are confident, independent and self-reliant. This generation grew up in an era of reform and believes they can change the world. In the workplace, Baby Boomers are not afraid of confrontation and will not hesitate to challenge established practices.

Goal-Oriented - With increased educational and financial opportunities than previous generations, Baby Boomers are achievement-oriented, dedicated and career-focused. They welcome exciting, challenging projects and strive to make a difference.

Competitive - Since Baby Boomers equate work and position with self-worth, they are quite competitive in the workplace. They are clever and resourceful and they strive to win. Boomers believe in hierarchical structure and may have a hard time adjusting to workplace flexibility trends. They believe in “face time” at the office and may fault younger generations for working remotely. So keep in mind when dealing with Boomers, sit down and have an in person conversation. They will appreciate the personal touch.

The information in this article is intended for general guidance only. Readers are requested to contact their professional advisor prior to acting on the basis of material contained herein.