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Roberta Matuson
Identify the best talent in the world.
  • Identify
  • Acquire
  • Nurture
  • Retain

Roberta's Recent Publications

The Magnetic Leader

Employees don’t work for companies; they work for people. The more irresistible you are as a leader, the more pull you have for employees to want to stay and for your customers to remain loyal. Read Excerpt

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Roberta's Recent Publications

Talent Magnetism

Your company is only as good as the talent you keep. Learn the new rules for attracting top talent and getting them to stick around. Excerpt

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Roberta's Recent Publications

Suddenly in Charge

Honored by the Washington Post as a Top 5 Business Book for Leaders.

Learn how to manage up, down, and succeed all around... Excerpt

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Roberta's Recent Publications

Suddenly in Charge

Learn how to save your company millions by improving the quality of your hires, while improving productivity. Slash costly employee turnover.

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Resources

Management for the Ages

One size fits all management might have worked in the fifties when men of a certain age managed younger workers, but today's management team is quite diverse. No longer can you walk into an office and assume the twenty-something person is the staff employee. In many cases she is the manager. People of all ages are being thrown into the ranks of management with little or no training. It's enough to make you pull your hair out! Here are some ways to minimize the commotion.

Younger Boss, Older Workers

This scenario is becoming more common as mature workers rejoin the workforce. Younger managers need more than a training manual to help them navigate these muddy waters. They need to have an understanding of the values that are typically associated with the generation of people they are managing. They also need to figure out their staff's motivation for working. What engages a baby boomer is much different than what motivates a millennial. Is the baby boomer looking to promote or are they looking for recognition? Are they anxious to take on more responsibility or do they prefer to do their work and go home?

Older Boss, Younger Workers

With all the attention the media is giving the millennials, the latest generation to hit the workplace, it's no wonder managers are making assumptions about this group's work ethic, or lack of it. Managing based on stereotypes involves little thought. Just treat everyone like they're your kids and you should be fine, right? Of course don't be surprised when they start acting like your kids.

You can teach older workers new tricks. Provide opportunities for older bosses to learn more about the younger people on their staff. When assembling project teams, select members from different generations to ensure the task is looked at from different perspectives. Provide training on intergenerational workforce issues so managers have a clear understanding of what it takes to engage employees across the generations.

Fluff or Business Strategy?

It should be noted that most employees want the same thing, irrespective of which generation they are born into. They want work/life flexibility, respect from management and the opportunity to do meaningful work. Managers want to give their employees these things but in most cases need guidance on how to make this dream a reality.

Organizations that view intergenerational workforce training as a critical business strategy for attraction and retention of people will fare well regardless of the economic climate. Companies can no longer afford to sit back and hope that employees transform into solid managers by osmosis. It's going to take a lot more than a wish to strengthen the people skills of your diverse management team. Begin by giving your managers tools to manage people of all ages and perhaps you'll have a few less gray hairs yourself!

Testimonials

"Roberta's guidance has dramatically increased my ability to pull in and retain the talent we need to take our organization to the next level. She's proven to be a trusted advisor and I wouldn't hesitate to recommend her to other CEOs who are looking to accelerate..."
Tom Hopcroft, President & CEO
Mass Leadership Technology Council

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"The coaching that Roberta Matuson provided for one of our retail store managers renewed the manager’s excitement in her work, provided her with increased skills in the selection of new employees and gave her the tools she needed to better manage her staff..."
Mary G. Rahal, VP, Human Resources and Administration
Morgan Memorial Goodwill Industries, Inc.

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"Roberta was able to clearly define our project objectives and the methodology that we needed to reach those objectives. Roberta helped us pinpoint the root cause of our problem by using in-depth probing techniques that gave her access to important data we did not have..."
Amy Waryas, Director, HR
The Boston Beer Company

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"Roberta worked with us to create a comprehensive onboarding program. With her guidance, knowledge, and expert HR advise we have successfully launched our company-wide training initiative. We now assimilate new hires into the company more effectively than ever..."
Ted Winston, Co-Owner
Winston Flowers

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"When it comes to management of people, Roberta sees through all the noise and gets right to the heart of the matter..."
Mark Spitzer, President
Photonic Glass Corporation

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"As we have grown, Roberta has provided continued support to help us work through complicated personnel issues while allowing us to focus on other areas of our business. Our employment practices truly support our business goals..."
Paul M. Zavracky, Ph.D., Former President and COO
MicroOptical Corporation

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"Roberta has saved us time and energy on situations we may have needlessly wrestled with. We consider her a partner and look for her guidance often. Roberta has provided a welcomed service to Six Red Marbles..."
Sarah Smith White, President
Six Red Marbles

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"Roberta was tenacious about keeping us focused on completing our project on schedule. The finished project was comprehensive, professional and passed the scrutiny of legal experts. I would definitely use Matuson Consulting again..."
John Blake, Former COO
Advanced Results Marketing

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"Roberta has been a tremendous mentor and coach to me over the past year. She has partnered with me on multiple professional development fronts, as well as helping me through some very challenging situations. I found Roberta to be wise counsel!"
– Allison DiSiena, VP of Recruiting, Marketing, Interactive and Creative Services Division, 24 Seven Inc.

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"Roberta Matuson was our answer. She met with us, developed a plan, walked us through the process to record our policies and procedures. She helped identify areas where policies were non-existent. She then developed and produced our employee handbook. We still use it today..."
Tim Slattery, CEO
CFSmail.com

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"Roberta presented an engaging and informative webinar on “Managing Up in a Top Down World” for Northeastern University’s alumni. This thought provoking session provided practical strategies for navigating office politics and building effective relationships for career advancement. Roberta’s extensive expertise and knowledge of workplace trends was apparent as she skillfully answered a wide range of questions from participants. Her well-organized presentation made it easy for the audience to commit to implementing her advice."
Michele Rapp, Associate Director
Northeastern University

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"Roberta’s ability to provide new leaders with insights on matters that few are willing to discuss is refreshing and will serve our members well. As a CEO, I'm especially impressed with her ability to quickly distill difficult situations and provide pragmatic advice that can be quickly and successfully implemented."
Aradhna Malhotra Oliphant, President and CEO
Leadership Pittsburgh Inc.

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"I have had the opportunity to experience Roberta Matuson’s “fast track” coaching. Her candid, succinct and concise approach provided positive reinforcement toward my professional goals."
Cheryl Schondek, VP of Food Acquisition and Supply Chain
The Greater Boston Food Bank

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Talent & Your Bottom Line: The Employee Turnover Calculator

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