Motivation on the Run

A fascinating look at the fresh generation of workers, and how, not only, words, but personal fulfillment are a defining concept. As a boomer, I sometimes forget that subsequent generations look at life and work differently. This article points out the vital differences and how to work with the Xers that are the up and comers in the work force.

Younger workers jealously guard time

To motivate younger workers and curb turnover, some managers are rethinking how they communicate with employees. Harmony can be as simple as understanding the generational differences and talking the right language or using the right rewards.

Marston says older managers — boomers 42 to 60 — must use language with younger staffers that acknowledges the value of their time: “I know work isn’t your life, but while you’re here, let’s agree on what you’ll be accountable for.”

To motivate Xers (ages 27 to 41), think short-term. Most are not interested in long-term solutions or putting in overtime and waiting for rewards later. Instead of giving them a bonus at the end of the year, Marston says an Xer would prefer this: “You’ve really worked hard this past week. Why don’t you take off half a day on Friday?”