This document provides tips for motivating a multi-generational workforce. It discusses that while each generation responds differently to motivation, there are common principles that motivate all workers. These principles include building good relationships, encouraging feedback, increasing accountability and trust, creating a culture of respect, and providing meaningful recognition. Recognition is particularly important, as research shows employees of all ages are more engaged when their contributions are acknowledged. The document stresses focusing on similarities across generations when motivating a multi-generational workforce.

1. MOTIVATION
Best Practices for the
Multi-Generational Workforce

2. HOW DO YOU MOTIVATE A
MULTI-GENERATIONAL WORKFORCE?
Although each individual employee is different, there
are certain governing principles that help motivate
every worker, regardless of their age. While each
generation responds slightly differently to these
principles, it’s important to maintain an environment
where everyone feels valued.

3. “
”
Statistics show that Millennials, those
born between 1980 and 2000, will
soon become the largest segment in
the U.S. workforce. While they may
seem to have unique needs when it
comes to motivation, there are more
similarities than differences across
generations. If you focus on that, you’ll
be far more successful.
http://blog.octanner.com/webinars/3-simple-tips-to-motivatie-employees-across-generations

4. MOTIVATION THROUGH RECOGNITION
A recent global study by the O.C. Tanner Institute
found that “employees, regardless of age, are more
engaged, driven, and connected to the company
when they’re recognized for their contributions. They
have better work relationships too.”
http://blog.octanner.com/leadership/5-ways-to-connect-with-a-multigenerational-workforce

5. 1. Build good relationships
2. Encourage feedback and value it
3. Increase accountability and trust
4. Create a culture of respect
5. Give meaningful recognition
TIPS FOR
MOTIVATING
THE MULTI-
GENERATIONAL
WORKFORCE:
5

6. 1. BUILD GOOD RELATIONSHIPS
As we build good relationships and increase
communication between employees and leaders, we
also increase productivity within the company. A good
relationship is one where employees feel comfortable,
respected, and valued. As employees grow more
connected to their employer, there will be greater
communication and sharing of ideas with those who
are leading them.

7. “
”
Your team cares less about what
generation you’re from and more
about how you are as a leader. A great
leader not only knows what to do but
shares with the team why it’s
important to do it.
—Michelle M. Smith
http://blog.octanner.com/webinars/3-simple-tips-to-motivatie-employees-across-generations

8. 2. ENCOURAGE AND VALUE FEEDBACK
Great leaders are able to address the individual needs
and preferences of each employee. They also value
feedback. Encourage an open relationship with your
employees so they feel comfortable sharing their
insights with you about what’s working and what’s
not. Creating a comfortable environment is essential
in helping your employees grow within the company
no matter the generation.

9. 3. INCREASE ACCOUNTABILITY AND TRUST
Younger employees want to be held accountable for
their work, which can be a huge motivating factor for
them. They also want their work to be recognized and
know that what they are doing will benefit the company.
As for older employees, they want to know that the
company trusts them to do good work and make their
own decisions. This increase in trust helps them feel
confident in the tasks they are given.
http://blog.octanner.com/leadership/5-ways-to-connect-with-a-multigenerational-workforce

10. 4. CREATE A CULTURE OF RESPECT
Everyone deserves to feel that they are respected and
valued. As you create a culture of respect you’ll be
able to cater to all generations. Leading by example
will be the foundation for a harmonious work
environment among the company.

11. “
”
If employees respect a person’s
leadership, they are more prone to put
those same leadership qualities into
practice. Empowering employees to
make decisions also builds trust. When
you show employees you trust their
knowledge and skills, you allow them
to make smart decisions that benefit
the company.
—Bill Mixon
http://www.forbes.com/sites/lisaquast/2012/09/17/5-tips-for-employers-to-earn-respect-from-employees/

12. 5. GIVE MEANINGFUL RECOGNITION
Less experienced employees (those under age 25)
want recognition to come across as genuine and
personal. More experienced employees (ages 26 and
up) need their recognition to be specific, based on
performance, and given for clear reasons.
—David Sturt
http://blog.octanner.com/leadership/5-ways-to-connect-with-a-multigenerational-workforce
“
”

13. When it comes down to it, no matter their age,
everyone wants to be recognized. As you reinforce
these ideas in your company, you’ll find it easier to
keep your employees motivated. Remember there are
more similarities than differences when it comes to
motivating a multi-generational workforce.

14. JOIN OUR COMMUNITY
For more tips on building a great work culture,
join our community.

15. O.C. TANNER AND THE O.C. TANNER INSTITUTE
O.C. Tanner, a 2015 Fortune 100 Best Places To Work For
company, helps the world’s best organizations create great
work environments by inspiring and appreciating great work.
Thousands of clients globally use the company’s cloud-based
technology, tools, awards, and education services to engage
talent, increase performance, drive goals, and create
experiences that fuel the human spirit.
The O.C. Tanner Institute regularly commissions research and
provides a global forum for exchanging ideas about
recognition, engagement, leadership, culture, human values,
and sound business principles.