While generational differences may seem small, they have a big impact in the workplace.
Typically, work is a place where all generations come together. From boomers to Generation Z, people of all ages collaborate within teams and on projects. Focusing on generational differences in the workplace can be a challenge for managers trying to increase employee motivation, morale and productivity. This is because each generation tends to want something different from the workplace. Your job as an HR professional is to empower managers to develop strategies that engage employees of all different ages to keep them motivated and happy.
Understanding the generational diversity among baby boomers, Gen X, Gen Y (aka Millennials), Gen Z and beyond is a good start. Knowledge is power in trying to harness their collective strengths and understanding how to effectively communicate, manage and lead them. The more you know about each generation, the better you will be able to navigate issues and avoid potential conflicts.
Let’s explore some of the nuances and distinctions between different generations in today’s workforce.
In 2016, Millennials became the largest generation in the workforce, according to Pew Research. As of 2017, there were 56 million Millennials in the workforce, followed by 53 million Gen Xers and 41 million baby boomers. In fact, as of 2018, 29% of boomers were actively looking for work. This is an anomaly that has not been seen since the 1970s. As for the rest of the younger generations, there were nine million Gen Zers in the workforce. And, surprisingly, three million of the “silent generation” (born before the boomers) were also working.
That means Millennials make up more than one-third of the U.S. workforce. Gen X occupies 1/3 of the workforce itself, while boomers account for 1/4 and Gen Z, about 5%.
How do you motivate different generations in the workplace?
As a supervisor or HR manager, it’s important to understand the dynamics of a multi-generational workforce. This includes what motivates both your older and younger employees and how you can best motivate them all. Consider the characteristics, experiences and preferences that contribute to motivating baby boomers versus millennials, Gen Z, Gen X and beyond.
How to motivate baby boomers
Many in the baby boomer generation identify work with self-esteem and long-term financial and job security.Many were born into families that suffered the deep upheavals of the Great Depression and/or World War II.Perhaps more than other generations, boomers are motivated by title, prestige, retirement benefits and other traditional privileges.Achieving things at work and having those achievements recognized and rewarded can go a long way in managing a baby boomer employee.
Boomers are also goal-oriented. On the whole, they tend to be okay with minimal feedback, assuming that all is well unless told otherwise.Many baby boomers can be motivated by milestones such as promotions and upgrades to prestigious roles and job titles.
They tend to work best in traditional, hierarchical environments, while some may struggle in workplaces with more flexible approaches.
How to motivate Generation X
Many of those who grew up in Generation X had a lot of time alone because both parents worked. This meant they drove themselves home from school, made their own after-school snacks, and entertained themselves. Because of this, Generation X people are happy to work independently with little supervision. They are often credited with introducing the idea of work-life balance to the workforce. Many of them saw their parents commit to the idea of working hard and enjoying retirement later, only to face a recession in the 1980s that undermined the economic stability they had built. Understandably, they have a healthy skepticism about working so hard that they lose their lives and the lives of their children.
How to motivate the Millennial generation
Comparing Generation X to Millennials doesn’t require much effort. Although Millennials, either correctly or incorrectly, are often labeled as job hoppers. This is because they often believe that better pay and benefits can be found elsewhere. They are not the first generation to believe that if you want a raise or promotion you should go find it elsewhere. But they seem to fully embrace this notion.
The good news is that salary and benefits aren’t the only things that motivate Millennials. Like their Gen X predecessors, Millennials tend to love flexibility, choice and career development opportunities. Of course, it’s not just Millennials who will switch jobs if they feel their careers are stagnant. Any member of any generation can start looking for a new job if they feel like they’re not getting anywhere in their current job.
HR managers can help retain millennial talent by providing ample mentoring and career development opportunities for professional growth and advancement.
How to motivate Generation Z
Generation Z may look a lot like their millennial predecessors, but there are a few areas in which they stand out. First, they desire fulfillment and a sense of purpose from their work. In other words, they want work that matters. They expect sincere corporate social responsibility and they expect these initiatives to be implemented internally. Generation Z may be the most diverse generation. And of course, diversity and inclusion efforts matter to the age group that feels most affected by them.
In terms of Generation Y or Generation X versus Generation Z, Generation Z saw their parents suffer economic hardship and job loss around the Great Recession of 2008. Thus, they may be highly motivated by pay and traditional financial incentives such as bonuses and other forms of variable compensation. Perks such as retirement benefits, health coverage, student loan repayment, and tuition reimbursement are also important to Generation Z.
What else should HR managers know about generations in the workplace?
Give credit where credit is due in terms of the virtues of technological familiarity. It’s important to recognize that Millennials, Gen Z and the later years of Gen X grew up with huge advances in technology. These groups are digital natives, which means they tend to have an automatic understanding of it. They usually take less time to become familiar with new technologies. And they can often suggest technological solutions in the workplace to increase productivity and efficiency. As an employer or manager, listening to your employees and implementing their most useful ideas can go a long way to building trust, retaining your talent and improving your bottom line.
By understanding multiple generations and their motivations, you can avoid making assumptions based on age or contributing to stereotypes. You can replace the proverbial “generation gap” with a cohesive workforce that is productive, motivated and capable of solving problems. You may even find successful ideas and technologies once used by older generations that can be deployed again to streamline processes and improve productivity.
