Q & A with Sherri Elliott-Yeary

1. Ties to Tattoos addresses one of the Human Resources industry’s most challenging and timely issues – working with a multigenerational workforce. What makes this book different from others on the same topic?

Most books on this topic are from the perspective of one generation, but my book speaks to all generations. It delves into how they interact together and provides solutions on how to bridge the generational gap. I also provide practical solutions employers can implement in their workplace to turn generational differences into a competitive business advantage.

2. How did your own experiences working with multiple generations contribute to the ideas compiled in
Ties to Tattoos?

As a business owner and human resources professional of more than fifteen years, I educate my clients on how critical it is to target their recruiting message to a specific generation if they want to be the “employer of choice.”

The old ways of attracting, engaging, and retaining people are gone. The cost of turnover is approximately thirty percent of employee salaries, according to the Bureau of Labor Statistics. We cannot afford to be complacent. I looked back at the number of employee relations complaints I dealt with over the last five years, and the majority of them were due to generational misunderstanding.

3. Why write a book like this now?

An overwhelming number of Baby Boomers are either preparing to retire or realizing they no longer want to burn the candle at both ends by working an eighty hour work week. They are leaving the workplace to start their own businesses which leaves us with a huge talent gap in our work force. The Gen Xers and Millenials need professional mentoring and proper training in order to successfully fill the large shoes our workaholic Boomers are leaving behind.

Our children - Gen Xers and Millenials, along with the upcoming generation – will be running our companies in the future. Personally, that scares me which is why I decided to write Ties to Tattoos. There is no better time for employers to learn how to assist the four generations in the workforce to work side by side effectively and harmoniously.

4. Most people think of Human Resources as just the hiring arm of a company. What do Human Resource professionals really do, and how can Ties to Tattoos help them?

When I first decided to write a book, it was HR’s Seat at the Table. I passionately believe that human resources can be a strategic partner in a company, not just the hiring arm. It takes a team effort to not only hire the team, but keep everyone on board. When a company has high turnover, who is to blame? If HR hires them, then who is to blame for their leaving?

Ties to Tattoos is for all levels of management – from the CEO to the shop floor supervisor. Everyone is responsible for the company’s most important asset – its PEOPLE!

5. Of the four generations you identify in your book, which one do you identify with?

According to my generational DNA, I am a Gen Xer; however, I behave more like a Boomer. This is due to my upbringing. When you grow up and experience different life events that resemble those of another generation, you sometimes have a crossover. I crossed over to the generational personality of a Baby Boomer and that’s where I still am today.

6. Is one generation of workers easier than another to work with? Which generation would you say is the most challenging?

I have a twenty-one-year old daughter who is a Millenial, and she is my inspiration for life and my reason for writing this book. I truly enjoy working with Millenials and Gen Xers because they have the most balanced and positive outlook on life out of the four generations. The challenge in working with the four generations has been getting each of them not to stereotype, but to realize and value what each can bring to the workplace. For instance, when a Gen Xer applies for a job and shows up with a nose piercing, a Traditionalist recruiter may be biased against the piercing and automatically discount the Gen Xer applicant. Remember – the younger generations believe in
freedom of expression.

7. Describe a situation where you’ve seen generational differences turn into a competitive advantage for the company you were working with?

I am currently recruiting for the Chickasaw Nation, Division of Commerce, WinStar World Casino in Oklahoma. In an effort to meet their expansion needs, my company was retained to recruit up to 1,100 employees by the end of 2008. We targeted our recruiting and branding messages on the internet, through cinema advertising and college fairs to attract the Millenials and Gen Xers. For the Baby Boomers, we conducted career fairs and advertised in local newspapers. We targeted the Traditionalists by conducting AARP job fairs. By knowing our potential pool of employees and how to reach them, we were able to effectively reach a large number of qualified candidates.

8. What’s next? Are there other business topics you’d like to write about?

I see myself following this book with the completion of my first book which I started in 2007 - HR’s Seat at the Table. I am very passionate about the role HR plays in our business community and how we can provide strategic and operational assistance to the senior team.