What does AGE have to do with EngAGEment?
Posted on 16. September 2008 by Cathy MartinThe answer to that question is… everything! Does this scenario sound familiar in your organization?
The Veterans and Boomers that have been with your organization for 20+ years are quite frustrated with the “new kids” coming onboard. “They just don’t work as hard as we do.” “They aren’t loyal to this organization” “They have not paid their dues yet”
For this first time in history we have 4 distinct demographic groups in our work places:
1) Veterans
2) Boomers
3) GenXers
4) GenYers
With these very different generations, how do we keep them engaged and loyal to our companies? The first consideration is to understand how each group views the workplace. (double click on table for a larger view)
Just as we target our customers’ needs based on demographics, we will need to do the same for our employees. It is no longer “one size fits all” when it comes to careers, rewards, and job content. Companies with this mentality are going to find themselves without talent in a world where talent is in short supply. So, how will you think and act differently regarding the changing workforce? Is your Human Resource Department ready for this challenge?
The first step is to analyze employee engagement by generation and to understand the differences in scores. Then, like a detective search for root causes of differences so that you can take action based on that data. For example, if you find that Xer’s prefer time off to a monetary bonus for a job well done consider giving employees a choice when it comes to rewards.
ACTION ITEM: Start analyzing your employee engagement data by generation!
4 Comments on “ What does AGE have to do with EngAGEment? ”
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Good points. One caution: be careful not to generalize – I’m a veteran and I don’t fit the mold.
Posted on 17. September 2008 at 05:17
While it seems that this theory is a valid one concerning engagement, I don’t really believe in it. As Ron said, don’t generalize.
Have you come across empirical evidence of this ? I never did. Actually I did a little testing of my own, and age groups we all almost similar concerning engagement.
Theories should be tested before giving advice.
Posted on 17. September 2008 at 07:01
Marie and Ron:
Thanks so much for the comments. Yes, I understand that not everyone fits perfectly in the mold for each generation. That is why the data collection done for your particuliar employee population is important to see what the differences and simillarities are. Yes, we do have quiite a bit of data regarding differences in engagement with many of our clients by generation. We have been slicing our engagement data over the last 3 years using age as a demnographic. We have found significant differnces in engagement levels between generations. We test it each time for each client. So, yes we do have empirical eveidence of this., Many times the areas of difference are in the supervision, job satisfactipn and benefits and comp areas. We are doing a major study right now looking at engagement, generations, turnover, and performance. We are looking at a predicitive model to help us predict workforce movement within these generational groups.
Posted on 17. September 2008 at 18:16
I totally agree that targeting is a smart strategy. I do think, however, that it should not be a generational issue, but based on your organization’s specific data. Targeting by department or job role/level can be even more effective. It really depends on what you find.
Our latest employee engagement research (The State of Employee Engagement 2008) indicates that younger employees are more likely to be disengaged. However, we did not find evidence that the generational differences are more than skin deep. I think people make too much of the generational values gaps.
Engagement levels were higher for respondents in positions of power. Not that surprising. It’s easier to be engaged when you have more control over your job conditions. In addition, our complementary career development research indicates that younger employees often don’t know what they want — but they know they want something bigger and better. So it’s natural that they’re less engaged… you can’t find what you’re looking for if you don’t really know what you want. And finally, there is the practical situation that every batch of twentysomethings faces in the workplace: They tend to be low folks on the totem pole. As they are just starting out, they tend to have lower salaries and financial obligations like car loans, student loans, new apartments, etc. They are often struggling with Maslow’s Hierarchy of needs more so than older employees.
Posted on 21. September 2008 at 06:28