| 02-06 | Tailoring Motivational Techniques to Different Age Groups: Part I |
Linda Gravett, Ph.D., SPHR
Over the course of the past two years, I’ve interviewed 500 people in each of four generations in the workplace today:
| Radio Babies | Born between 1930-1945 | |
| Baby Boomers | Born between 1946-1964 | |
| Generation X | Born between 1965-1976 | |
| Generation Y | Born between 1977-1985 |
Each of these four generations had unique experiences as they were growing up, related to events going on in the world around them during their critical formative years. Certainly there are exceptions – not everyone that’s a member of my generation, the Baby Boomers, has the same intrinsic motivators as I. My interviews did show some common ground within generations, however, that I’d like to share. This will be the first in a four-part series that addresses ways to establish a motivational workplace for each of the four generations.
The Radio Baby Generation
Born before TV was a staple in most American homes, this is a generation that experienced some hard times during their youth. The United States had suffered through the Great Depression and hard financial times, so Radio Baby children learned how to stretch a dollar and make do with less. It’s very difficult for this age group to understand how people can jump from one company to another every year or so, when they can remember vividly what it was like when none in their household was gainfully employed. My mother’s mantra when I was a child was, “you get a job; you keep a job.”
In my interviews, I asked members of this generation what factors keep them with an organization and motivated them to do their best work. The top three responses were:
q Appreciation for being loyal to their company
q Respect for experience and knowledge
q Opportunity to serve as a mentor for younger employees
In part because of advances in healthcare and sustained prosperity in the United States, people are living longer, healthier lives. A person who is 60 today is likely to still feel vital and eager to contribute to an organization. Unfortunately, many of the people I interviewed told me that their companies were making every effort to ease them out the door or limit their exposure to new technology and learning opportunities. This is not only a sad moment for a still-young 60-year-old; this is shortsightedness on the part of an organization that doesn’t realize the potential contributions of older employees. Picasso was still painting in his 80’s. Ben Franklin was helping to draft the Constitution when he was in his 80’s. George Burns was still making audiences laugh as he neared his 100th birthday!
To establish a workplace environment that motivates Radio Babies, here are some ideas for your consideration:
Ask older employees to serve as mentors; be sure to provide coaching for the mentors, though, and have parameters developed so that expectations for mentoring activities are clear to both mentors and mentees.
Provide opportunities for older employees to serve in volunteer roles in the community, as a representative for the company. For example, organizations like the YWCA appreciate speakers for their workshops and seminars on career development.
Utilize older workers as team leaders, facilitators, or trainers. If they’re not comfortable speaking in front of groups, call on their expertise for newsletter or technical articles.
My heritage is Kiowa Indian, and I remember a phrase my grandparents often said: The wisdom of the ages is there for all to have….you have only but to seek to find.
Next month’s newsletter: Motivators for Baby Boomers.
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