News and Events
July 1, 2015
Now that the soap opera at the state capital is finally over and the 2015/16 budget passed, we can all begin to plan how we will enjoy the $20 savings on our cell phone and cable bills.
Joking aside . . . at Elder Care Services, it has been a very busy six months. The first half of 2015 has gone by quickly and we have done much good work. Three recent achievements come to mind that have made substantial positive differences for our future and for our clients. We have redesigned our Department Profit and Loss statements focusing on sustainability (it is not easy to balance providing critical services and maintaining a sound financial future), moved the Senior Volunteer Program to the Annex, bringing everyone together to foster better coordination and teamwork, and completed another clean audit. With a firmer financial foundation and stronger volunteer program, we can better serve greater numbers of seniors in need.
I am now beginning my fourth year at Elder Care and must admit that the journey has not only been very different than expected but much more challenging. Working in human services is tough on a private sector Baby Boomer like me. My job is now broadened and enriched by the personal connections I have made with clients, volunteers, staff and board members, who are all so passionate about what we do. I did not experience these kind of emotional ties during my career at IBM.
Speaking of Baby Boomers and generational differences, I have just spent some time learning about management across the generations and, in June, participated in a multigenerational panel discussion for the Institute for Nonprofit Innovation and Excellence (an initiative by Tallahassee Community College to provide member organizations with tools for success). We have a diverse work force at ECS that spans all four generations: Traditionalists (born before 1946), Baby Boomers (born 1946-1964), Gen Xers (born 1965-1984), and Millennials (born 1984-1994). Our staff reflects the latest statistics that tell us the number of “Gen Xers” has now surpassed the number of Baby Boomers in the workforce. The Elder Care staff is made up of 40% Gen Xers and only 33% Baby Boomers. We have a handful of Traditionalists and a growing number of Millennials. With such diversity, accommodating employee’s differences, creating workplace choices and nourishing and nurturing retention are critical to our survival.
What struck me most acutely during my education on the multigenerational workforce was that time-proven strategies still work, and the basic tenet I learned during my three decades at IBM, “respect for the individual,” is still the cornerstone of good management. In order to sustain long-term success, getting to know what is important to each ECS employee, accommodating their differences, creating workplace choices, and nourishing retention will secure our future and allow us to continue to improve the quality of life for seniors.
Thank you for everything you continue to do in support of our mission!
With warmest regards,
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