Generational behavior and employee motivation

A great legislative challenge for business owners is to integrate generational diversity among employees to create balance in the workplace.

The effort is well worth it since among the advantages of integrating generational diversity are:

  • the plurality of perspectives
  • the transmission of knowledge
  • harnessing the contributions of each generation

Let's take a look at each generational group to recognize their traits, behaviors, and what motivates them.

  • They are entrepreneurs for life, hardened workers, they seek the feeling of belonging within organizations, they are loyal, they feel young and they value quality of life. In addition, they take risks and like to strengthen relational connections between them, they value teamwork, good announcement and edification.
  • They are optimistic, process-oriented rather than results-in favour of, sensitive to feedback, responsible, in addition to fitting.
  • They tend to have good self-esteem, they refuse to give up power to younger generations.
  • They are assertive and consistent.

What motivates them?

  • As they seek their own professional development, a good motivational strategy includes constant training and development, mainly in technology and innovation issues, since they do not want to retire. In addition, they want to expose themselves to new involvements.
  • Their work style is participating and they tend to be good leaders. They like communication in person and face-to-face meetings rather than emails or text messages.
  • They are looking for job security and an employer who offers them health plan and insurance coverage.
  • They value money and titles. It fills them to feel necessary within the organization, and to have a sense of belonging. Public recognition is valuable to them. They prefer environments without many changes in the work environment.

Generation X 

They released the cell phone and personal computers, they are independent with access to technology.

  • They tend to reject authority and place less value on hierarchies.
  • Among their strengths is the ability to adapt to changes, they are competent, frank, they are not intimidated, they are usually challenging and honest.

What motivates them?

  • They are motivated by training aimed at new tasks in addition to job ups and downs. They also look for quick recompenses, raises, and makeshift bonuses. They enjoy work with little supervision and instant feedback.
  • They find work as independent contractors attractive as they see themselves as entrepreneurs. They appreciate free time, creating a poise between personal life and work.
  • They like the structure and direction as they adapt quickly. They are flexible to change and to move geographically. They are suspicious and sceptical. You necessity to speak clearly and directly to them.
  • They value independence and self-sufficiency in carrying out tasks since they do not adapt much to authority; in fact, they tend to challenge it.
  • They are true to themselves and technologically savvy. It is vital to offer them continuing education and personal benefits. They prefer to communicate electronically, such as by text, and for meetings to take place via teleconferences.

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