Situation: Employee pools are now multi-generational, with Baby Boomers, Gen X, Gen Y and Echo-Boomers. Each group may have different expectations for work environments and careers. How do you connect with different generations? How have you set up mentoring programs?
Advice from the CEOs:
- People may be of different generations, but they are still individuals. Ask what drives or motivates them, and what they would consider an ideal reward for hard work.
- Some companies offer a sabbatical after several years of employment – the opportunity to work on hobbies, go on an adventure or use the time as they wish. This attracts employees and encourages retention.
- Some employees don’t seek promotion but are good contributors. They may prefer an extra week of vacation over a promotion.
- One company gives employees budgets to spruce up their work space – allowing them some control over their work environment.
- What are good tips on working with younger employees?
- Coach them to communicate thoughtfully and carefully – instead of shooting from the hip without considering impact or consequences. Younger managers may find that they need more patience communicating expectations to older staff.
- Establish individualized performance metrics and enable them to monitor progress on their computers.
- Bring them into the process; don’t tell them to wait. Let them start as an observer. Listen when they have questions or suggestions. Ask their opinion.
- Break down job tiers into additional levels with more achievement incentives. Allow them to reset expectations frequently.
Key Words: Multi-generational, Boomer, Gen X, Gen Y, Echo-Boomer, Expectations, Environment, Career, Mentor, Motivation, Reward, Sabbatical, Incentive, Communication, Performance, ExpectationsTweet