How Different Generations Want To Be Recognized at Work
According to Gallup, employees are four times as likely to be engaged in the workplace if they receive the right amount of recognition for their efforts.
But why is employee recognition so effective? Praise is a fundamental human desire. It’s wired into our basic psychology to feel good when we are recognized. When employees don’t feel recognized at work, this can have many negative consequences, including decreased motivation, productivity, and disengagement.
If you’re a leader in today’s workforce, you’ve probably experienced firsthand a range of generational values in the workplace. You may have even wondered how to best recognize everyone on your team. Broad trends can help you shape a program that’ll appeal to the majority of your workforce.
Leaders committed to making the workplace an inclusive environment for members of all generations should design a recognition program that’s truly meaningful to employees of all demographics.
In this article, we’ll explore some of the generational values, traits, and preferences of different generations in today’s workforce. Learn how to develop a first-class employee recognition program with BambooHR.
Understanding the Different Workforce Generations
Before we delve into how people of different ages want to be recognized at work, let’s take a moment to understand the different workforce generations and their generational values, traits, and communication styles, to give you the best starting point for managing your multigenerational workforce.
Generation Z (Gen Z)
Generation Z (born between 1997 and 2012) and is the youngest generation of employees included in the modern workforce. This generation is generally open to new ideas and solutions. As the first truly digital generation, concentration can be a major problem for members of Gen Z, but they tend to value continuous development long-term.
Millennials
Millennials (born between 1980 and 1996, sometimes called Gen Y) tend to have strong values when it comes to knowing and fighting for their rights. They are also incredibly good at multitasking and are often open to new ideas and challenges. This age group often has higher expectations for their employer than other generations, expecting more respect, flexible working hours, and higher wages.
Generation X
Generation X (born between 1965 and 1979) are all about work-life balance, with many striving to maintain a harmonious balance between their private and professional lives. When it comes to their characteristics, Generation X also tends to be mature, ambitious, and focused employees. They also value loyalty, which could mean they are more likely to stay in a single position for longer (compared to Millennials and Gen Z).
Baby Boomers
Baby Boomers (born between 1946 and 1964, also known as the “post-war demographic boom”) tend to be less open to change, meaning they are much more likely to stay with one employer for a long time (especially when compared to Millennials, Gen X, and Gen Z). In general, they can struggle with performance reviews and sometimes interpret anything other than positive feedback as a personal attack on their character, rather than constructive criticism.
How Each Generation Wants to Be Recognized at Work
When you put your recognition and rewards program into practice, it’s important to remember that you’re interacting with individual employees who bring with them a unique set of preferences, values, tastes, and expectations.
Don’t expect to know everything about how an employee wants to be recognized just because you know what generation they belong to. With that in mind, let’s review the typical preferences of how different generations want to be recognized at work.
Generation Z
Gen Z is the youngest generation in the modern workforce. Its oldest members are only just beginning their careers, with the vast majority still in school. But some trends have already begun to emerge that define the generation. Here are a few things leaders should keep in mind when managing Gen Z.
How to Recognize Generation Z
As Generation Z enters the workforce, they bring with them an expectation for regular recognition—not because they’re entitled, but because it’s what they’re used to. Raised in a world where questions can be answered as soon as they’re typed, likes and comments come moments after sharing new content, and even aspects of formal education (like grades and assignment submission) has shifted online, it’s no wonder this generation expects near-instantaneous, continuous feedback. Therefore, our most important tip for recognizing Generation Z at work is simply to do it and do it often.
How to Reward Generation Z
Although there’s still much to understand about this generation, so far, Gen Z is known for their individuality and investment in social causes. This pragmatic worldview has lent them a strong moral compass, so Gen Z is likely to appreciate rewards that drive progress toward important social causes (think charitable giving matching or time off to volunteer).
Millennials
Millennials have had a bad rap. In truth, they just ascribe to a different set of values than their predecessors, and it’s taken a while for that to be understood. Luckily, that’s changing. When it comes to recognizing Millennials in the workforce, here are a few things to know.
How to Recognize Millennials
Like Gen Z, the world as Millennials know it is steeped in technology. This means they can seamlessly integrate new software and platforms into their digital ecosystem. Don’t hesitate to rely on an online recognition platform to recognize members of this generation.
Millennials are also similar to Gen Z in that they are accustomed to getting frequent feedback. This is partly a result of continuous updates from peers via social media, the rapid development of communication technologies, and the dawn of the 24-hour news cycle in their youth, but it’s also a performance management best practice. Without feedback, this generation may tend towards the assumption that they’re doing something wrong, so don’t neglect to recognize them.
How to Reward Millennials
Millennials are all about experiences and finding a sense of meaning in life. Rewards that help them feel connected to a larger purpose might mean cashing in points as a donation to a charity of their choosing. One great idea that combines both is rewarding millennial employees with a day of volunteer time off (VTO)—this speaks both to their preference for experiential rewards, and their desire to give back to the world at large.
Generation X
Sometimes called the ”forgotten generation,” Gen X has been burdened with fewer stereotypes and garnered less attention overall than the generations preceding and following them. That’s not to say they don’t come with their fair share of unique traits and preferences, though.
How to Recognize Generation X
Like everyone else, Generation X loves receiving recognition — but they’re distinct from other generations in that they generally prefer to be recognized in private, or in the company of a small group. One theme that runs consistently throughout Generation X is a desire for autonomy and independence, so their aversion to group fanfare is somewhat unsurprising. It’s always a good idea to check in with your employees (no matter their generation) to confirm their preference for public or private recognition.
How to Reward Generation X
Generation X is all about work-life balance—in fact, they’ve been credited before with pioneering the concept. When rewarding Generation X, leaders should look for ways to give them back some personal time. That might mean an extra day off or options for a flexible schedule. Generation X also loves rewards that improve their quality of life outside the office, like travel perks or a meal delivery service. The better this generation is doing outside of work, the better they’ll perform at work, too.
Baby Boomers
Baby Boomers are often considered the most traditional generation in the modern workforce. Sometimes, their preferences are directly at odds with the generations that followed them. Without the proper understanding, this can lead to friction as Baby Boomers see the workplace evolving away from their familiar values and ideals.
But by keeping the following recommendations in mind, you can make sure you’re recognizing Baby Boomers in a way that they want to be recognized.
How to Recognize Baby Boomers
To make recognition as meaningful as you can, you should incorporate at least some in-person elements, especially for more momentous occasions. That can be as simple as toasting the employee over lunch, or as elaborate as an in-person awards ceremony.
How to Reward Baby Boomers
Baby Boomers tend to gravitate more towards traditional workplace rewards—things like promotions, a cushy corner office, or even a plaque commemorating their accomplishments. As they near retirement, they’re also increasingly interested in health and wellness-related benefits to help them feel continually supported in taking care of themselves.
Streamlining Your Program
With all age generations working side by side, the modern workforce has more age diversity than ever before. And that trend is only likely to persist, as lifespans extend, and retirement happens later and later.
Keeping all of these recommendations in mind can seem overwhelming. The best thing you can do is select a recognition program with plenty of room for customization so you can configure it to truly cater to the preferences, needs, and values of every member of your workforce.
With these tips in mind, you should be well-equipped to develop a recognition program that truly uplifts and unites your multigenerational workforce. There are all kinds of opportunities to customize your company’s rewards and recognition program in a thoughtful way that truly makes it inclusive for everyone. Having this kind of strategy in place is critical to supporting the long-term success of your employees and your company.
Discover powerful recognition & rewards integrations with BambooHR.