Strategies for Motivating a Multigenerational Workforce
In today's world, the workforce is older than ever. A recent survey found that the average person in a managerial role has been with their company for more than 19 years, and two-thirds of employees are over 45 years old. In this article, you will learn about some strategies for motivating a multigenerational workforce.
The key to effective leadership is understanding what motivates different generations in the workplace so you can better motivate your own team members or staff who might be older or younger than you.
Generational differences include when a person was born, what they experienced during their childhood and early adulthood, and how they prefer to communicate with others. The four generations currently working in the workplace are Boomers, Generation X (Gen-X), Millenials and the Silent generation. Each one has its own strengths and weaknesses that you should know about.
Boomers were born from 1946 to 1964, grew up in a suburban setting and remember a time when there were only three TV channels. They are parents of Gen Xers who are often referred to as slackers or the MTV generation because of their strong rebellious streak. Boomers are used to being in control and making decisions.
Generation X (Gen-Xers) were born between the mid 1960s and early 1980s. Gen-Xers experienced a rise in technology during their childhood, have commonly held jobs for 20 years or more, and have earned $50,000 to $60,000 a year.
Millennials are the youngest generation of workers at just over 37 years old. They were born between 1981 and 1996 and don't remember a time before the internet was widely available. They tend to be relatively new hires at their companies. This generation is known for having one foot out the door as they are more likely to switch jobs than their older coworkers.
The Silent generation was born between 1928 and 1945. They prefer to use a phone to communicate rather than email or text messaging. If you want to motivate this group, you may need to rely on some old-fashioned methods, such as face-to-face communication.
Strategies for motivating a multigenerational workforce:
Discuss how each generation is different and why it is important to respect each person's perspective. This will help people understand why they may encounter differences in their colleagues based on their age. Also be sure to set clear expectations for your team members with clear measurable goals and specific deadlines.
Leaders should take an active role in mentoring employees of all ages to help them advance their careers. This may include recommending a younger employee for a promotion based on their hard work and progress. By empowering your team members at all levels to grow professionally, you will show that you care about your employees and want the best for them.
When setting goals, be sure to choose ones that are specific and measurable . For instance, if you are trying to increase customer retention, create a goal to reduce customer attrition by 5 percent over the next year. When setting these goals, explain how they will make the business more successful and financially sound.
To motivate your team members to meet their goals, consider giving out promotions. Give the promotion to a worker who has done a great job in a position that is a better fit for their skill set or they are at an age where they can handle the responsibility of more responsibilities.
If you are trying to motivate someone who is older, you may see the best results if you give them higher-level tasks and responsibilities. Allow them to try new things and learn new skills by giving them more responsibility. This will help boost their morale as they experience success and feel like they can contribute more to the business.
Boomers and other older workers can also benefit from creating a culture of gratitude . Encourage the team to thank customers for their business instead of just moving on to the next transaction. It will also help you build stronger relationships with your clientele.
If you are trying to motivate someone who is younger, you may see better results if you give them a chance to express themselves using social media . Social media allows them to connect with friends and colleagues in an informal way that builds strong bonds between people.
Accommodate workers of all ages by providing good perks , such as flexible hours or a mobile office, so they can work when and where they are most productive. This will prevent them from feeling stressed at work and will help them stay in the good graces of their colleagues.
If you are trying to motivate someone who is younger, you may see better results if you give them a chance to express themselves using social media . Social media allows them to connect with friends and colleagues in an informal way that builds strong bonds between people.
To motivate your team members, let them know how much they are appreciated as leaders. Praise the work they do and encourage their personal growth as professionals. This will help boost morale, strengthen relationships within the team, and promote teamwork among all age groups.
It is important to keep up with technology , but also remember that certain platforms carry potential risks. Phones can easily be lost or stolen, and employees with smartphones can easily fall prey to cyber-security breaches.
Sometimes teams of workers who are different generations have personality clashes. Never assume that because someone is younger or older than you they will automatically get along with each other. Create a workplace where everyone feels valued and respected, so relationships can be built on mutual respect and understanding.
Visit the Generation X page for more information about this generation.
About the Author: Lauren DiPreta is a writer who specializes in writing about careers, education, life skills and personal finance topics for various websites including About.com, Money Crashers Network and The Penny Hoarder.
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References:
National Business Group on Health, Why Multigenerational Businesses Need More Than Managers. https://www.businessgrouphealth.org/best-practices/initiatives/generation-x-y-mixed-workforce (accessed October 8, 2018). Amabile, Teresa M. and Steven J. Kramer. (2005). “The Power of Small Wins.” Harvard Business Review 83(9): 44-45. https://hbr.org/2005/09/the-power-of-small-wins-us/ar/printer (accessed October 15, 2018). DiPreta, Lauren. 2018. “7 Tips for Managing a Multigenerational Workforce | The Penny Hoarder.” The Penny Hoarder, July 10, 2018 http://www.thepennyhoarder.com/careers/7-tips-for-managing-a-multigenerational-workforce (accessed October 8, 2018).
Conclusion:
The millennial generation is the largest generation in history. In certain industries, their predominance has led to tensions between these younger workers and their older colleagues. Older workers may feel threatened by millennials, as it is assumed that they are more tech savvy and better equipped to deal with the changes in technology. This may cause them to take the time to learn new skills or not be able to put in as much effort into their work as they did before.
Millennials, on the other hand, feel that older generations get in the way of their work by expecting them to adhere to protocols that no longer work well in today’s digital age. Some may disregard these protocols outright.