Motivating The Generations
Tue, 30 Oct 2007 | Stuff | 211 views | Email This Post
Team work can never be separated from an organization. It is crucial for companies to have fluid relationships among team members so they can operate more effectively. In doing so, team members should have an understanding about differences in communications, particularly in a team where it consists of people from different generations.
This article is a tip on how to motivate people across generations. Nevertheless, some ways proposed in the article might not suitable to be applied wholly in an Indonesian team. You should always analyze the most suitable and appropriate way in motivating people in your team.
Silent Generation (or Veterans) (~1925 to 1945)
Choose formality over informality. For example, communicate face-to-face and by live phone calls rather than voicemail, fax, or email. Explain the logic of any action. Use traditional forms of recognition — plaques, certificates, photos.
Baby Boomers (~1946-1965)
Lay out a clear series of steps toward a defined goal. State objectives and desired results in people-centered terms. Make Boomers part of a team effort. Pep talks can help. Choose forms of recognition that are widely noticed.
Generation X (~1966-1982)
Tell them what needs to get done but not how to do it. Give them multiple tasks but let them set their own priorities. Avoid platitudes and buzzwords. Provide frequent and frank feedback, and ask for their reaction and opinions. Pep talks can be a turn-off. Allow time for fun.
Generation Y (~1976-2001)
Provide opportunities for continous learning and building skills. Know their personal goals and tell them how the tasks they’ve assigned fit into them. Emphasize on the positive; look on the bright side. Be more of a coach and less of a boss.
Source:
Stauffer, D. 2003, Speak my language, BOSS Magazine, 18 June 2003.
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31 Oct 2007, 1:53 am
How do you think Indonesia mid-20’s workforce right now? Can it be categorized as Gen-Y? Or at least start to moving to that direction?
I think “Gen-Y” term is yet to be popular here
31 Oct 2007, 2:10 am
I would say it’s starting to move to that direction if not already there. But the main thing is that good communication is about how well we can adapt to each member’s communication syle.
By adapting to individual style we can devise the most appropriate method of communicating with them. For example, A prefers to talk frankly and give immediate feedback, while B prefers to talk quietly.
Hence to talk with A we should use similar “style” as A, and equally, we should talk to B in a style where he is most comfortable with.
31 Oct 2007, 2:35 am
I think the problem lies in how ‘flexible’ is the organization. Most still practising feudalism(?). Sorry maybe not the right word. What I’m trying to say is, they still see their employees as labours.
So how we can change that
?
31 Oct 2007, 4:05 am
Changing an organization is about willingness to change. True, many companies still see their employees as disposable labors that can be replaced relatively easy. This is because employee supply exceeds employment demand. How we can change this?
Well, there are a lot to do actually. Improving investment, improving law and regulations, improving human resources quality, etc.
But we should talk realistically. As individual what we can do to change this is by improving on our skills. Self improvement will increase our value. When our company see ourselves as a valuable member of the organization, we are in better position to bargain and to leverage our ability to influence the management to change for the better.