did twenty years ago. Today’s leaders face the unique challenge of trying to engage members of different age groups who often have different values, attitudes and work styles.
Studies show that high levels of employee engagement are especially important in weathering this economic crisis. Engaged employees are proven to be more productive, have longer tenure, use less healthcare, take fewer sick days and create stronger relationships with customers. Thus, the more committed and invested the workforce, the more successful organization.
Understanding the Differences
To understand the drivers of engagement, leaders must understand the specific characterizes of four specific groups that make up today’s workforce:
| Group |
Age |
% of Workforce |
| Matures or Traditionalists |
60-78 |
10% |
| Baby Boomers |
41-59 |
46% |
| Generation X |
28-40 |
29% |
| Generation Y |
27 and younger |
15% |
In an effort to understand the distinctions between these groups, The Sloan Center on Aging & Work at Boston College recently conducted the study, Engaging the 21st Century Multi-Generational Workforce for MetLife Mature Market Institute. Approximately 2,200 employees from across the country and throughout various industries participated.
The study found some distinctions between what is important to workers of various ages. For example:
- Traditional healthcare coverage is very important to older workers.
- Work-life balance is one of the most important factors in job satisfaction for younger employees.
- Satisfaction with training and development is one factor that is associated with higher levels of engagement among Younger Gen X’ers.
- Being a supervisor is one factor that is associated with higher levels of engagement among Older Gen X’ers.
- Good physical health is one factor that is associated with higher levels of engagement among Younger Boomers.
- Supervisor support is one factor that is associated with higher levels of engagement among Older Boomers/Traditionalists.
Understanding these differences can help leaders to customize their management approach according to what is most important to a particular age group. This can get tricky when you try to be everything to everybody. Each business needs to look at its resources and what is realistic. Here are a couple of low-cost strategies that many of our clients in both the private and public sectors are using to address these needs:
- Creating more flexible work schedules that allow people time for exercise and other proactive healthcare appointments
- When training budgets are low, they are keeping enthusiasm high for continuous learning by: 1) Using in-house experts to provide internal training 2) Creating a robust internal mentoring programs
However there are also ways to address engagement drivers across the ages.
Engagement Drivers the Ages
Although there are definite differences between what motivates different generations, there is also some common ground. Regardless of age, what is most important in engaging employees is the connection between the leader and the employee. Research from both public and private organizations confirms that the number one factor in determining “engagement” is the level of connection an employee has with his or her leader. The stronger the connection, the higher the level of engagement. The employee must feel that they are being heard and valued.
If all supervisors, managers, and leaders in your organization engaged in conversations with their employees with the intention of listening, learning, and creating a personal connection with employees, you could dramatically increase the level of engagement in your organization. And remember, a more engaged workforce will positively impact your bottom line.
To learn more about Edizen’s tools and services to help you increase employee engagement in your organization, contact Gail Finger at (202) 689-5667 or gfinger@edizenco.com.
Gail Finger is a Senior Consultant with Edizen Corporation and brings over 20 years of expertise in human motivation, performance and the psychology of change to her consulting work. She is an ICF Certified Coach and a subject matter expert on change management and employee engagement. Gail is also one of the creators of a tool for managers, entitled, ENGAGE: Connect at a HIgher Level ™
EDIZEN Insights #115
© 2010 by Edizen Corporation. All Rights Reserved.
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feedback@edizenco.com.
Feel free to call Edizen at 413-788-0077 / Toll Free 866-334-9362.
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