The Comp Doctor
Motivating a Multigenerational Workforce in the 21st Century By Todd Henke, Shane Krantz & Brent Longnecker One of the biggest challenges in companies today is how to successfully motivate employees. No other time in modern history has the corporate landscape been as diverse as it is now with multiple generations coming together in the workplace. There are four unique generations that make up today’s corporate culture: Traditionalists, Baby Boomers, Generation X, and Generation Y. Each generation brings unique attitudes, expectations, and values that companies must be sensitive to in order to cultivate job satisfaction, retention, and ultimately, productivity. Understanding what makes each generation distinctive will prove positive when selecting the method or vehicle of motivation. Traditionalists, born on or before 1945, became the definition of “America’s Values” based on their hard work, honesty, and dedication. They are reliable, value job titles, like to think they contributed toward the company’s overall success, and expect recognition for their loyalty. Baby Boomers, born between 1946 and 1964, are often referred to as the “Me” generation. Work is a high priority for them, perhaps the highest, which translates into long hours and stressful lives. They value teamwork, prefer a structured work environment and expect others around them to put in the same amount of effort and time. Generation X, born between 1965 and 1980, have been credited by some as bringing work-life balance to the workplace creating a shift from the Baby Boomers work ethic as they transition into managerial roles. They prefer to work independently with minimal supervision, purpose to get fast results and thrive on opportunities to grow. Generation Y or Millennials, born after 1980, are technologically savvy and desire to be recognized for their performance as a strong asset to the company. Unlike previous generations, this group is interested in change, prefers flexibility and thrives on having continuous short-term goals and deadlines. For some Millennials, the labor market is seen as a place to sell their skills to the highest bidder and they don’t mind moving from one company to another. In the past, there has been an unspoken employment agreement between the worker and their employer. In return for job security, employers were guaranteed loyalty and commitment from their employee. In the new economy, this is a rare relationship to find. As employers announce layoffs, employees often leave for better opportunities. Ironically, as companies are declaring people as the most important asset, they are still treating them as disposable. Companies must focus on motivational practices that meet every employees need, regardless of age. This will allow for effective development, sustainability, and alignment of the overall objective, profitability. To ensure that employees of every generation are effectively engaged and integrated into a company’s culture, employees need to know and feel that they are welcome, wanted, and there for a purpose larger than themselves. The following mechanisms are designed to achieve those goals. |
Mr. Longnecker’s experience as a consultant, an executive, a director, teacher, author, coach, expert witness and speaker uniquely positions Longnecker & Associates to provide consulting advice on complex human resources issues from a variety of perspectives.
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