How to Motivate Younger Workers
There is a lot of talk about today’s young workers, and many feel that they are harder to motivate than older generations. Yet research paints quite a different picture: a recent survey suggests that Generation Z workers – those born after 1996 – are eager to acquire both technical and soft skills and they hunger for opportunities to collaborate, experiment, and learn (HR Magazine, 7 Tips for Managing Younger Workers, August 23, 202). So how do you get your younger team members fired up?
Here are 4 quick tips – 3 Do’s and 1 Don’t:
Do share personal work stories:
Younger workers want to learn from seasoned employees, and sharing personal stories about past work experiences can be a great way to do this. “I learn a lot when my supervisors share stories about their own work challenges…particularly if that advice can be applied to what I am facing”, says one Gen Z. “I think older workers forget how far they’ve come, and things that are easy for them now were difficult for them at the beginning”. Sharing stories of your own early career can be a great learning opportunity for the young and will remind you of the excitement and anxiety you felt as a young professional.
Do provide direct and prompt feedback – positive and negative:
Young people want to know when they are performing well and where they can improve, so make sure to provide praise and criticism both promptly and directly. Another Gen Z worker explains, “I appreciate when critiques are given with specific examples. Recently my supervisor pointed out that I have a hard time prioritizing tasks and encouraged me to reach out more routinely so he can help me prioritize – this was helpful feedback.” The same applies to positive reviews – point out to workers when they are performing well and let them know how their high-quality work impacts their team and the organization overall.
Do create learning opportunities:
Learning opportunities abound for young workers, but they often need help to access and frame these experiences. Involve younger workers in important meetings and critical tasks, but always remember to clearly explain your learning objectives. One Gen Z worker I spoke with was frustrated that her boss made her the administrator for their department’s weekly management meeting, because she found the tasks menial and boring. Yet her boss had not explained that this work product gave her the chance to participate in a critical departmental meeting and allowed her to interact with key company executives. Once that was made clear to her, her motivation skyrocketed.
Don’t forget to lead by example:
Finally, young workers don’t just listen to what you say – they watch what you do. They will notice how you dress, the way you communicate, the hours you work, and the way you act towards people at all levels in the hierarchy. Make sure your work practices align with the values and tone that you want to set for your team – and young workers will adopt the same behaviors. This will help motivation throughout your team, and your young employees will build great work habits that will serve them throughout their future career.