This article has been accepted for publication in the July 2004 issue of Executive Branch, the newsletter for the Maryland Society of Association Executives

Leading And Motivating Different Generations Of Workers
By Barbara Brown, PhD

One size does not fit all when it comes to motivating others. Some staff members will eagerly volunteer to take on a task, while others have to be begged, coddled, or ordered. Or, just when you think you’ve gotten your “perfect” team together, the fighting breaks out, with disagreements ranging from when to do something to how.

These are today’s realities of working with staff from the four main generations. And it’s not enough to master the latest cookie-cutter communication or teamwork techniques. You have to know the underlying reason for individual behaviors. That’s how you inspire cooperation, commitment, and contributions.

Use these strategies to lead and motivate your different generations of staff members:

Leading and Motivating the Veteran Generation
(Born 1922 – 1945)

1. Take time for the personal touch. Give them a note rather than an email.
2. Let them chat and socialize between assigned tasks.
3. Honor their hard work with plaques and other symbolic records of achievement.
4. Verbally and publicly acknowledge their experience.
5. Provide proactive technology support services.
6. Explain the reasoning behind decisions.
7. Value their experience by creating ways that they can mentor others.
8. Provide part-time jobs and job sharing.
9. Consider phased-retirement options, which gradually ease employees out of a company at a mutually agreeable pace.
10. Watch your language-good grammar, clear enunciation, and no profanity.

Leading and Motivating Baby Boomers
(Born 1946 – 1964)

1. Give them lots of public recognition.
2. Give them a chance to prove themselves and their worth.
3. Give them perks with status, like an expensive account for first class travel.
4. Assist them in gaining name recognition throughout the company.
5. Get them quoted in an industry journal.
6. Ask for them input. Get their consensus.
7. Reward their work ethic and long hours.
8. Spotlight personal fulfillment, meaningful work, and intangibles.
9. Help them explore their next set of workplace options.
10. Demonstrate how your company can use their talents.

Leading and Motivating Generation X
(Born 1965 – 1979)

1. Give them lots of projects. Let them take control of prioritizing and juggling.
2. Give them constructive and straightforward feedback.
3. Give them time to pursue other interests-even have fun-at work.
4. Invest in the latest computer technology. They’ll see it as an investment in their work.
5. Be conscious of perks up the ladder. Xers don’t crave status symbols, but resent it when others get very visible, expensive recognition.
6. Resist micro-managing them.
7. Provide flexible work environments (i.e. telecommuting, flex-time).
8. Reward their initiative.
9. Don’t think they’re not doing a good job just because they are not being warm and friendly to you.

Leading and Motivating the Millennial Generation
(Born 1980 – 1994)

1. Learn about their personal goals.
2. Show how their personal goals mesh with the company’s goals.
3. Make all opportunities truly equal. Forget traditional gender roles.
4. Be sensitive to the potential for conflict with Xers. Nexters acknowledge and respect positions and titles. They want a relationship with the boss. This doesn’t always mesh with the Xers desire for independence and hands-off style.
5. Open avenues for education and skill building.
6. Establish mentor programs.
7. Personalize their work-one size doesn’t fit all.
8. Communicate the civic side of your company.
9. Find out and talk to them about their interests.
   

Top

~~<<>>~~

PERMISSION TO REPRINT: Articles, Tips, and Tools can be reprinted in company newsletters or magazines. If placed electronically, a Live Link to Dr. Brown's website must be included. Please use the following credit for every item: Dr. Barbara Brown shows organizations how to use High-Performance Leadership to create the kind of links among people, goals & performance that produce positive results. For more tips, visit: www.DrBarbaraBrown.com or email: Barbara@DrBarbaraBrown.com.