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Multigenerational Employee Engagement Strategies
Our economic turmoil this past year has taken a toll on employees. Loss of savings, the threat of layoffs and the housing market crisis has caused increased stress, which often leads to increased disengagement. We know that an engaged workforce positively impacts productivity. Here are some tips that will help engage the multigenerational workforce:
Traditionalists: These employees may have lost a portion of their retirement savings and many will have to delay their expected retirement. You may see increased resentment and a lack of motivation. Employees from this generation will benefit from discussions focusing on ways that their knowledge and experience can bring added value to your organization. Offering a phased-in retirement program will likely be seen as a boon to this generation.
Boomers: You may see increased anxiety as many of their peers are losing their jobs and are having difficulty finding comparable work. Employees from this generation are likely to be under financial stress as many have children in college and are concerned about whether they will have enough money for retirement. These employees will benefit from discussions focusing on how to best leverage their strengths and keep their skills current in today’s marketplace. Stress management workshops will meet this generation’s desire for self-improvement.
Gen X’ers: Loyalty has always been an issue with this generation. It will become more of an issue now due to an increase in layoffs. This generation is likely to be more loyal if they feel like their career development needs are being met. Discussions that focus on ways that the organization can meet the employees career development needs will be motivating to Gen X’ers, when this is accomplished in a manner that preserves the autonomy that is so important to this generation.
Millenials: Since only approximately 20% of college graduates are obtaining employment in their desired field, many Millenials are grateful to have a job. They may become frustrated if they feel they do not have a supportive relationship with their manager and if there are limited opportunities for growth in your organization. Since many in this generation have an entrepreneurial spirit, they may leave if they feel like their needs are not being met. Find time to give these employees frequent feedback and consider adding more rungs to your career ladder.
© 2009, Alisa Blum & Associates
Alisa Blum is President of Alisa Blum & Associates, specializing in developing a motivated & productive workforce. Alisa can be reached at (503) 524-3470 or alisa@retentionsolutions.org. Contact us for a free consultation and ask about our special offers.
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