Unlock Generational Codes to Attract, Engage & Retain a Successful Workforce

Not all of us are fortunate to work in a “sexy” industry that resonates with prospective recruits and energizes employees. Most organizations have to work at recruiting talent and engaging employees.

?If your employee engagement and retention efforts aren’t looking great, you could be overlooking generational codes. Today’s healthy workforce should have four generations represented: Boomers, Gen Xers, Millennials, and Gen Zers—none of which should be ignored.

In fact, diversity bolsters your organization’s perspective. Without it, your organization’s ability to reach diverse markets is diminished.

This can seem like a monumental challenge considering today’s generationally diverse workforce. If you’re not taking stock of what makes each generation tick and what ticks them off, chances are your one-size-fits all engagement efforts aren’t delivering the results you’re looking for.?

As you dig deeper into the composition of each generation, it’s important to keep in mind that these are not boxes people fit inside. Rather, think of the characteristics as powerful predictive clues to incorporate in your efforts to build trust and influence. Case in point: Millennials as a group appear to have been nurtured to be entitled. They seem to embrace adulthood fully, but aren’t ready yet for many of the responsibilities associated with it (marriage, parenting, etc.). Reasons they don’t do something are stronger than the reasons that they do.

Differences matter

From seasoned Baby Boomers with years of experience to hyper-connected Gen Zs, the increasingly diverse workforce extends beyond age to include different perspectives that impact their expectations and demands. What prior generations viewed as a privilege today’s talent believes is their right:

●????? “I have the right to feel my voice is heard and honored.”

●????? “I have the right to a job that engages my heart, mind, and spirit.”

●????? “I have the right to a work environment that supports how my brain works.”

●????? “I have the right to choose my pronouns.”

These beliefs beckon leaders to apply generational solutions that create an inclusive experience that engages and retains their entire workforce. And these solutions ensure clear, meaningful communication, mitigate (if not prevent) conflict, and build a cohesive community that works in sync to achieve the organization’s goals.

Generation gaps & glory

Each generation brings a valuable voice to the table, representing unique perspectives to weave into product and marketing plans, from Boomers’ extensive experience to Gen Z’s technical aptitude.

Communication style is a generational chasm. How many times have I called and left messages for Millennials and Gen Z people without having my call returned? But when I text them, nine out of 10 times I get an immediate text response.

It’s critical to understand that the language of leadership varies in interpretation by generation, gender and geography. For instance, “business casual”. Boomers think slacks, sport coat and open collared shirt, while Gen Z thinks khakis and flip flops. When conveying performance expectations, leaders need to provide each generation specific examples, such as videos, photos, documentation—in the format each prefers.

Feedback is another area viewed quite differently. Boomers assumed all’s well without it. In fact, if you invite them to talk with you, they might very well wonder what they’ve done wrong. But Gen X and Millennials crave feedback (more than trophies!). In the absence of communication, they assume they’re doing something wrong. Regularly scheduled feedback meetings will satisfy Gen Z’s craving for stability.

On a subject dear to engagement (and my heart), recognition seems to be valued by everyone. After all, who doesn’t want to feel like they matter? The difference between generations is about how they want to be recognized. And it seems by recommending a variety of options, we’ve been on the right track to honor those preferences (items vs. experiences; trophies vs. functionality). Also keep in mind when you pen personal notes that accompany recognition items, hand print them for younger generations since cursive has been eliminated from classroom curriculum.

While unlocking generational codes and deftly applying generational solutions are not easy feats, you’re invited to the April 15 Business Leaders Breakfast Forum that will help attendees understand how to address generational issues in creating an engaged, empowered workforce that delivers bottom line building results.

●????? Discover table stakes’ workplace expectations from each generation’s point of view.

●????? Learn to improve recruiting, onboarding, retention, and feedback by leveraging the Generational CODES? – 10/10/10 System.

●????? Uncover how to optimize time, energy, and communication choices to engage each generation.

●????? Transform generational workplace upsets into retention tools.

Presenter Anna Liotta has studied generational dynamics for 25+ years. She literally wrote the book on GENERATIONAL CODES ?, making her the premiere decoder. Learn how to unlock generational codes and make them work for your company.

Register for the Business Leaders Breakfast forum here.