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Managing & Retaining Generation X
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July 08, 2008
In order to prepare for the new workforce, understanding what makes them tick and tuning in to what is important to them will keep them longer and more satisfied. Generally speaking, Gen Xers are between the ages of 28-42, they don’t plan on staying with one job or company forever, and will not sacrifice their family for their job. Many were latch-key kids who watched their parents experience lay-offs and divorces. Some Boomers view Gen X workers negatively. It is time for Boomers to understand their heirs-apparent. Their work ethics are different, but along with their age they bring unique strengths and abilities.
What should you know about Gen Xers?
•They love technology and learning.
•They tend to be less motivated by promises of overtime pay and more motivated by personal satisfaction.
•They want to grow in their jobs and learn new skills.
•They will change jobs for better benefits and more opportunity for professional growth/personal fulfillment.
•They want, and expect, their employers to listen to them and hear what they have to say.
•They want to understand the “big picture” and how this influences their employment and growth.
•They are independent, results oriented, creative thinkers, and skeptical that things can only be done one way.
In order to improve retention and productivity of Generation Xers, keep in mind the following:
Being approachable and taking time to be personal with the younger workforce is incredibly important. Remember they are looking for more than just fair pay; they need and want appreciation, acknowledgement, and job satisfaction. Take time to speak with an employee’s spouse or family when you meet them, let the family know you appreciate the employee, and thank an employee for doing a good job (in person, in writing, or both). Listen to what employees have to say, let employees know what happened to the idea or suggestion he or she submitted.
Encourage growth by providing feedback on their performance, be specific, and identify the situation or activity. Make sure employees understand company expectations, involve them in decision-making whenever possible, and give employees room to do the job without micro-management. Most jobs contain a certain amount of routine. Offer employees a chance to work on something new or different.
Help your employees see the Big Picture. Employees need to experience a sense of ownership. Encourage this by providing them with information about new products, advertising campaigns, strategies for competing, etc. Let each employee see how he or she fits into the plan. Help employees see how meeting their goals contribute to meeting the organization’s goals, pay for employees to attend workshops and seminars, and offer on-site classes where employees can learn new skills or improve upon old ones.
Recognize and reward high performance and build morale. Recognize an outstanding job by giving an unexpected reward, such as a day off or a free dinner. Manage people individually and promote outstanding individuals; the employee who deserves a promotion will start looking elsewhere for a better opportunity to move upward. Try a more open work environment, encourage initiative, and welcome new ideas. Don’t be afraid to try something new every now and then. Gen Xers enjoy having fun at work – so should you!
