| 02-07 |
Tailoring Motivational Techniques to Different Age Groups: Part II |
Linda Gravett, Ph.D., SPHR
Last month I began a four-part series of articles on motivating different age groups in the workforce. The first article was a discussion of the “Radio Baby” generation, born between 1930-45. This month I’d like to focus on “Baby Boomers”, who are often characterized as people born between 1946-64.
Let me set the stage by providing an overview of key events that shaped the perspectives of this generation. Some of these events are still vivid memories for me because I’m a Baby Boomer.
The older Boomers may have early memories of their fathers coming home from World War II. Families began settling in to a time of relative prosperity in the U.S. and a seemingly mass exit from urban to suburban areas. Boomers’ parents often could be heard saying, “you can do anything” and “there are a world of possibilities open to you”. Parents also encouraged their Boomer children to “pay their dues”….to be willing to sacrifice to get ahead. Many in this generation joined together to rebel against the “establishment.” We marched on Washington and lifted our voices against racism, sexism, and the war in Viet Nam. Eventually, though, Boomers began to pursue the “American dream” – a too-large house in the suburbs, a status job, 2.7 children……
I interviewed 500 members of the Boomer generation over a two-year period and asked these questions:
What compels you to join an organization?
What factors keep you there and motivate you to do your best work?
The top three responses to these questions were:
1) Excellent salary, benefits, and “perks”
2) Opportunity to work with an excellent team
3) Respect for my experience and knowledge
Many of the people I interviewed said that they’re not only paying for their children’s college education but have the added responsibility of caring for elderly parents. No wonder this is sometimes called the “sandwich generation”, and that they are motivated by both money and benefits! Boomers have early experiences of pulling together as a team – some in Viet Nam and some lobbying for social justice. This may account in part for the desire to be part of a team in the workplace. I’d like to point out that “respect for my experience and knowledge” was one of the top three responses from Radio Babies, also. We all want to feel that our expertise is seen as valuable.
To develop a workplace environment that motivates Baby Boomers, here are some ideas for your consideration:
Ø Provide flexible benefit option so that these employees can select benefits most appropriate for their needs, such as long-term care insurance and disability insurance
Ø Titles, certificates, individual offices, and perks such as a company car or paid parking space are meaningful to people in this generation
Ø Ask “seasoned” employees to serve as mentors; be sure to provide coaching for the mentors and set clear expectations of the mentoring process
Ø Provide opportunities for team roles, such as facilitator, team leader, or trainer
Next month, we’ll discuss motivating the group that many find an enigma: Generation X!
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