Motivating the Generations at Work

A Baby Boomer boss can hardly contain his excitement as he offers his most promising protégé (a Generation Xer) a big promotion he's been working on securing for him for months. Of course, it will mean long hours, a lot of travel and a transfer to Texas, but it also means a vice president title, a seat on the executive committee and a membership to the Red Carpet Club. The Xer hardly blinks before he replies, "No thanks."

A Generation X boss operating in a tight economy is excited because she just got approval to offer flex hours and the option to work from home to her highest achieving Baby Boomer employee. She offers the gift and waits for the gratitude, but the Baby Boomer replies flatly, "That's it? I already work from home on the weekends."

A Baby Boomer or Generation X boss proudly offers a bump in salary, new title and new responsibilities to a Millennial, hoping for loyalty and glee. The Millennial replies, "It's about time."

What's going on here?

In the April newsletter we established that Baby Boomers (born 1946-1964), Generation Xers (born 1965-1980) and Millennials (born after 1980) come to the workplace with different experiences, skills, priorities and expectations. Critically, that means often what motivates one generation couldn't be more different than what motivates another.

Your success - whether a leader, a team member or a consultant - is directly linked to your ability to motivate others. Although it's impossible to draw neat boundaries along generational lines and not productive to over generalize, we are each, in part, a product of our time. Use this generational knowledge, along with your instincts and your specific knowledge of those you work with, to better understand, relate to and motivate them.

What went wrong?

Let's take our three scenarios and look at what went wrong. Basically, each boss was applying what might motivate someone in their own generation to someone in anothergeneration with very different priorities.

For example, Baby Boomers are often motivated by outward signs of success, such as titles, status within the organization and perks. For them, long hours and heavy travel schedules have always been accepted as part of the territory as long as they are helping them get up the next rung on the ladder. They are also motivated by a sense of purpose; and they are natural team players.

On the other hand, Generation Xers typically value work/life balance and freedom. Titles and perks mean little to them, unless they result in money in their pockets and lead to more flexibility.

And then there are the Millennials, who expect praise and promotions but are also looking for a lot of feedback, mentoring, training and a connection to a higher purpose through their work.
How do we manage all these differences? Here are some tips for motivating others across the generations:

Motivating Baby Boomers

• Look for ways to appreciate an employee from this generation publicly.
  
• Reward them with perks and status symbols.
  
• Honor their tenure and expertise in their career.
  
• Let them stand out, facilitate meetings and serve as mentors.
  
• Show them how the company or the project aligns with their own values and how they can contribute.
  
• The desire to contribute to a worthy mission is one they share with Millennials, which can serve as a connection between colleagues of these two generations.
  
• Give them the chance to work on a prestigious team with a high mission.
  
• Give them the chance to train younger people.
  
• Allow them to share their ideas with their younger bosses.

For Baby Boomers, it's about feeling appreciated and not feeling over the hill.

Motivating Generation X

Just like the middle child in a family dynamic, Generation Xers often feel forgotten and may be the least understood of the three groups. They are in some ways less like either of the other two generations, though they do share a penchant for work/life balance with Millennials.

The Baby Boomer/Generation Xer matchup might be the most difficult one. As a generation, some say they resent Baby Boomers as a group. Many are seen as obstacles for their promotion, blocking Generation Xers' career paths as they avoid taking risks and play under the radar until retirement.

Many in Generation X are unimpressed by authority and have little interest in the titles and perks their Baby Boomer brethren crave. They value freedom and balance. Work is a place to make money, not a home away from home.

• Allow them to work on their own, keeping team meetings to a minimum.
  
• If possible, give them opportunities to occasionally work from home.
  
• Respect their expertise and value their contributions.
  
• Praise them for their work product and don't confuse face time with good work.
  
• Let them know you trust them and whatever you do, don't micro-manage them.
  
• Create choices for them and give them immediate and meaningful rewards, such as flexibility and freedom.

Motivating Millennials

It may be that the apple doesn't fall far from the tree. Baby Boomers are about the same age as many Millennials' parents and perhaps that is why these two generations have a connection. As well as sharing Baby Boomers' desire for work that aligns with their values and includes some type of "greater good," Millennials also share Baby Boomers' fondness for working on teams.

Unlike Baby Boomers, however, they enjoy and often prefer working in virtual teams rather than in person. They also don't favor long hours, preferring to use technology to save time and finish their work in time for happy hour with their friends. Many would rather take advantage of E-learning opportunities than attend live seminars.

Motivating Millennials can take a lot of energy. If you supervise them, be prepared to:

• Give them feedback regularly and often.
  
• Offering additional training can be a reward for good work.
  
• Give them opportunities to work on a team.
  
• Help them see the "higher good" in the work they do.
  
• Create an environment with structure, specific expectations and goals and a clear path to success.

Making it fun

"It's not supposed to be fun. That's why they call it 'work'," is a phrase many Baby Boomers heard when they started their careers. But it is one they need to quickly erase from their vocabularies.

Both Generation Xers and Millennials are motivated by a fun and relaxed work atmosphere. It may be one of the few ways to build loyalty in generations not prone to sticking around very long at any one company.

Smart leaders recognize the importance of a positive work environment which encourages fun. They get it that it helps every generation manage in good times and bad.

So, for our Baby Boomer friends, lighten up. Put the Xers and Millennials in charge of planning a themed Friday activity or a group outing. A little lighthearted interaction may go a long way toward crossing the generational divides.

Young at heart,