Motivating Different Generations of Workers: Boomers, Gen X, Millennials, and Gen Z

For the first time in the nation’s history, four to five generations are working side by side in the workplace. As leaders and others work beyond retirement age, many organizations are trying to manage a generation gap of more than 50 years among their oldest and youngest employees.

Although there is no official consensus of the exact birth dates that define each generation, they are generally broken into five distinct groups:

The diverse perspectives, motivations, attitudes, and needs of these generations have changed the dynamics of workplace setting. A little insight into the differences among the generations can help explain the needs and expectations of an age-diverse workforce. By learning the motivations and generational footprint of each segment, leaders can leverage their own talents and capitalize on the diversity of their direct reports.

Clearly, there is something interesting going on in the workplace right now given that it is composed of multiple generations working side-by-side for the first time in modern history. That can be a challenge for leaders who are trying to bring their direct reports or team together in accomplishing a shared goal. But, that can be accomplished once they understand how each generation wants to be motivated.

1.     Traditionalists

Since this generation was born between 1926 and 1945, there aren’t that many of them in the workplace. This is the generation who firmly believes in an “Honest day’s pay for an honest day’s work.” They are extremely loyal and enjoy being respected for that. Since they are conformists, they value most job titles and money.

2.     Baby Boomers

Born between 1946 and 1964, this group is also referred to as the “Me” generation. They are well-established in their careers or moving into early retirement. As such, they hold positions of powerOpens in new window and authority in many organizations.

Boomers are often ambitious, loyal, work-centric, and cynical. They prefer monetary rewardsOpens in new window, but also enjoy nonmonetary rewardsOpens in new window like flexible retirement planning and peer recognition. They also don’t require constant feedback and have “all is well unless you something” mindset.

Since Boomers are such a goal-oriented generation, they can be motivated by promotions, professional development, and having their expertise valued and acknowledged. Prestigious job titles and recognition like office size and parking spaces are also important to Boomers.

They can also be motivated through high levels of responsibility, perks, praise, and challenge.

3.     Gen X

Generation X has around 44 to 50 million Americans who were born between 1965 and 1980. They are often credited for bringing work–life balance into the workplace. This is because they saw first-hand how their hard-working parents became so burned out.

Members of the generation spent a lot of time alone as children. This created an entrepreneurial spirit with them. In fact, Gen Xers make up the highest percentage of startup founders.

Even if they are not starting their own business, Gen Xers prefer to work independently with minimal supervision. They also value opportunities to grow and make choices, as well as having relationships with mentors. They also believe that promotions should be based on competence and not by ranks, age, or seniority. Gen Xers can be motivated by flexible schedules; benefits like telecommutingOpens in new window; recognition from the boss; and bonuses, stock, and gift cards as monetary rewardsOpens in new window.

4.     Millennials (Generation Y)

Born after 1980, this tech-savvy generation is currently the largest age group in the country. They are increasingly coming into their own in the workforce. They are the fastest growing segment of today’s workforce.

For some Millennials, they are content with selling their skills to the highest bidder. That means unlike Boomers, they are not as loyal. In most cases, they have no problem jumping from one organization to another.

That is not to say that leaders can’t motivateOpens in new window this generation because they can offer skills training, mentoringOpens in new window, and feedbackOpens in new window. CultureOpens in new window is also extremely important for Millennials. They want to work in an environment where they can collaborate with others. Flexible schedules, time off, and embracing the latest technology to communicate are also important for Gen Y. Millennials also thrive when there is structureOpens in new window, stability, continued learning opportunities, and immediate feedback. If organizations offer monetary rewards, they prefer stock options.

5.     Gen Z

This generation is right on the heels of Millennials. And, they are increasingly entering the workplace. Even more interesting, they make up one quarter of America’s population, making this generation larger than baby boomers or Millennials.

This generation is motivated by social rewards, mentorship, and constant feedback. They also want to do meaningful work and be given responsibility. Like their predecessors, they also demand flexible schedules.

Other ways to motivate this generation is through experiential rewards and badges such as those earned in gaming and opportunities for personal growth. They also expect structure, clear directions, and transparency. What is most intriguing about Gen Zers is that most prefer face-to-face communication.