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.