Rewards: Ways to motivate each generation of workers
October 29, 2009 by Christian SchappelPosted in: In this week's e-newsletter - benefits, Incentives, Latest News & Views, Management, Pay and benefits
When it comes to motivating employees, no two people are alike.
An employee’s age provides a useful guide for what forms of recognition are most appropriate.
Here are the generation-specific rewards each group is most likely to appreciate.
Generation Y (born 1981 or later)
The youngest employees tend to place the greatest emphasis on work-life balance.
Rewarding these employees with the ability to work from home — or an extra floating holiday — tends to get better results than formal rewards or prizes.
Generation X (1964-1980)
This group tends to be more informal than older employees.
Some Gen-Xers covet trendy or name-brand prizes — like an iTunes gift card.
Others prefer company golf outings or attending similar social events.
Baby Boomers (1946-1963)
Many Baby Boomers prefer rewards that show management appreciates their hard work.
For instance, theater tickets or restaurant gift cards are often popular rewards.
Alternatively, some Boomers prefer recognition ceremonies — especially when their families can be present.
Seniors (born before 1946)
The employees of the so-called Gold Watch Generation grew up in a business culture steeped in formality and focused on rewarding seniority.
As a result, formal rewards (e.g., wall plaques) that are presented publicly tend to resonate most with these employees.
Does your company have a unique way of rewarding or motivating employees? Let us know in the Comments Box below.
Tags: baby boomers, Generation X, Generation Y, motivating employees, rewards, Seniors
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October 30th, 2009 at 2:46 pm
This article raises some great questions about employee motivation and with so many different demographics coinciding in the workplace of today, the concept of rewarding different categories of people in varied ways makes perfect sense. For more ideas on work/life balance, leadership & delegation, health & wellness, and other relevant articles related to the workplace of today, visit The Day-Timer Blog at http://www.daytimer.wordpress.com.
November 5th, 2009 at 9:08 am
This is very interesting reading.Karen Creighton
November 6th, 2009 at 9:27 am
This is a superb idea! If you stop and think about it, when you picture an employee from each of these generations and relate each of these ideas to that employee, it’s a great fit.
To timeblogger: Thanks for the added tip!
November 6th, 2009 at 12:24 pm
I am in the Generation x group but would prefer the benefits for generation Y….. I think we need to look at the people we have in our companies not their age….
November 6th, 2009 at 3:46 pm
I’m a ‘baby boomer’ and I would much rather have th Gen Y recognition too – be able to work from home or have the floating holiday.
But it is an interesting to read anyway.
February 25th, 2010 at 2:28 pm
I guess it is impossible to sum up a generation of people in a sentence or two, but what about a business that has more than one generation working within it? I cannot see someone getting a plaque while someone else gets another day off. It seems like this list is nice on paper, but what are some suggestions for a real world business with a variety of employees?
April 11th, 2010 at 11:00 pm
Stop stereotyping people! I’m a baby boomer and would love nothing than to work from home or have a flexible work arrangement; I certainly wouldn’t feel rewarded if my company gave me some paltry recognition award like the typical “gold watch” and having my family attend the ceremony. Please! Start treating people as individuals! Remember: “Horse for courses”.