I’ve noticed that mature workers and Boomers in managerial and leadership positions frequently struggle with cross-generational motivation. This is really no surprise: American Gen Xers—those born after 1965—have different workplace values and definitions of success.
So how do successful Boomer managers motivate their younger colleagues? Let’s start by taking a look at perspectives, values and beliefs.
The Value of Time
As I said in my last post, the most significant changes in perspective involve time, technology and loyalty. You see, different generations value time in distinct ways. For Boomers, time has always been something to invest in the future. They work hard and pride themselves on putting in 55+ hours a week, but they count on future rewards for their efforts. Unfortunately, this payout hasn’t always materialized as expected.
Gen Xers and Millennials regard time as something to control, just like money. In fact, to them, time has equal value. Some employers are realizing that time off is a satisfactory trade-off when they can’t pay their younger employees higher salaries.
For younger workers, time itself is a currency, and they aren’t willing to invest it in a career or job with uncertain dividends. In today’s climate of job insecurity, layoffs and changing industries, any employment is potentially unstable. “Why put in long hours?” they wonder.
Technology
Gen Xers and Millennials eagerly embrace technology. After all, they grew up using computers, beginning in preschool. When they interact with older colleagues who are confused and somewhat fearful of technology, a real role reversal often occurs.
It’s critical for leaders to combine the wisdom of experience and the technological savvy of youth to benefit all employees—and the bottom line.
Loyalty
Gen Xers and Millennials have many reasons to question authority, rather than bow to it. They don’t automatically believe their leaders tell the truth. They have seen plenty of lies from presidents, CEOs, legislators and even religious institutions, which bred skepticism. Advertising and media hype simply don’t fly.
Instead, younger generations invest their loyalty and trust in individuals. They want to work for the right boss, and they’ll change jobs if they can’t.
The Silent Generation of mature workers and Boomers never had that luxury. Working for a disagreeable person was something you had to endure.
Company loyalty has gone out the window. Loyalty to an individual is now the No. 1 reason Gen Xers and Millennials stay at a job, especially during the first three years of employment.
Dissatisfaction with a boss is the No. 1 reason they quit. This upheaval in values is creating new priorities and business practices in America, and it puts pressure on managers to lead with both head and heart.
What are your workplace values? Would you agree that the most significant changes in perspective involve time, technology and loyalty? I’d love to hear from you. You can call me at 561-582-6060, let’s talk. And as always, I can be reached here, or on LinkedIn.
