Our countrys economic decline is having a much more sizeable impact on young workers than on those from the Baby Boomer or Traditionalist generations, according to a study by MetLife Mature Market Institute study, administered in affiliation with Boston Colleges Sloan Center on Aging & Work. The studies findings were further detailed in the report, Engaging the 21st Century Multi-Generational Workforce.
The primary focus of the study was on whether generational differences matter when it comes to employee engagement. In short, the answer is yes. Different factors definitely drive the levels of engagement of different groups of employees. While the insight into engaging the different generations is reason enough to download the report, it is particularly interesting to read the findings related to how different groups of employees are weathering the economic storm.
A drop in engagement was reported with employees from both Generation Y (age 26 and younger) and Generation X (age 27 to 42), while those over 43 remained more stable. This paradox is most likely attributed to the fact that the younger employees have never been through similar circumstances, while the older workers have. Through their past experiences, Boomers and Traditionalists have discovered that tough times will get better. This knowledge has allowed them, as a group, to become more flexible than the younger generation.
The study echoes a recent Business Week article about how the recession is impacting the country's youth. According to Business Weeks Age of Anxiety piece, the millenial generation are entering the workplace at a terrible time, and their first career decisions could have financial implications that last for years.
Both the MetLife study and the Business Week article make it clear that those managing younger employees need to find ways to help those employees handle the pressure the recession is causing in their personal and working life.
You may feel that you dont have time to coddle younger workers, given all of the other demands you face. However, my own research and that from Harvard professor Bob Sutton shows that when employees become paralyzed by anxiety, there are likely to be resulting decreases in productivity.
If you are a Baby Boomer or Traditionalist boss, find time to have conversations with your younger workers about how they are feeling and coping. Taking some time to share your own stories of recovering from previous downturns and suggesting strategies that helped you cope in the past may ultimately improve the your younger workers productivity and your teams results.
A vice president from a defense company that I have had the pleasure to work with has instigated a town hall meeting setting within her company with the purpose of encouraging more experienced team members to connect with newer employees. The more experienced employees were asked to share their tips and techniques for dealing with unrest, fear and stress and increased work loads. There was an immediate improvement in the rooms energy, and older and newer employees alike felt a relief and renewed energy that had previously been missing.
Good leaders recognize that when anxiety is running high, employee communication is not optional, its imperative. Focusing a little extra time on helping younger employees cope is worth the investment.
The primary focus of the study was on whether generational differences matter when it comes to employee engagement. In short, the answer is yes. Different factors definitely drive the levels of engagement of different groups of employees. While the insight into engaging the different generations is reason enough to download the report, it is particularly interesting to read the findings related to how different groups of employees are weathering the economic storm.
A drop in engagement was reported with employees from both Generation Y (age 26 and younger) and Generation X (age 27 to 42), while those over 43 remained more stable. This paradox is most likely attributed to the fact that the younger employees have never been through similar circumstances, while the older workers have. Through their past experiences, Boomers and Traditionalists have discovered that tough times will get better. This knowledge has allowed them, as a group, to become more flexible than the younger generation.
The study echoes a recent Business Week article about how the recession is impacting the country's youth. According to Business Weeks Age of Anxiety piece, the millenial generation are entering the workplace at a terrible time, and their first career decisions could have financial implications that last for years.
Both the MetLife study and the Business Week article make it clear that those managing younger employees need to find ways to help those employees handle the pressure the recession is causing in their personal and working life.
You may feel that you dont have time to coddle younger workers, given all of the other demands you face. However, my own research and that from Harvard professor Bob Sutton shows that when employees become paralyzed by anxiety, there are likely to be resulting decreases in productivity.
If you are a Baby Boomer or Traditionalist boss, find time to have conversations with your younger workers about how they are feeling and coping. Taking some time to share your own stories of recovering from previous downturns and suggesting strategies that helped you cope in the past may ultimately improve the your younger workers productivity and your teams results.
A vice president from a defense company that I have had the pleasure to work with has instigated a town hall meeting setting within her company with the purpose of encouraging more experienced team members to connect with newer employees. The more experienced employees were asked to share their tips and techniques for dealing with unrest, fear and stress and increased work loads. There was an immediate improvement in the rooms energy, and older and newer employees alike felt a relief and renewed energy that had previously been missing.
Good leaders recognize that when anxiety is running high, employee communication is not optional, its imperative. Focusing a little extra time on helping younger employees cope is worth the investment.
About the Author:
Wendy Mack is a professional advisor, speaker, and writer with a focus in leading and communicating change. Get a copy of her free e-book, Transforming Anxiety into Energy at www.WendyMack.com.
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