Situation:  Employee pools are now multi-generational, with Baby Boomers, Gen X, Gen Y/Millennials and Echo-Boomers. Each group often has different expectations regarding work environments and careers. How do you connect with different generations? How do you best manage a multi-generational staff?

Advice from the CEOs:

• People may be of different generations but they are still individuals. Ask what drives or motivates them. 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. 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. 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. Break down job tiers into additional levels with more achievement incentives. Allow them to reset expectations frequently.

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