The fall foliage was simply breathtaking. Up and down the Blue Ridge Mountains, nature was putting on its coat of many colors. And we were there to witness it.
Truth be told, it got me thinking about the seasons of our own lives. And how the things that motivate us at work change as we grow older. Here are a few ideas to keep in mind:
One-fifth of America's companies, according to the National Institute of Business Management, will lose almost half of their top-level talent in the next five years. This means that a leadership gap is looming. We need to take seriously the job of motivating younger workers to fill these high-performance executive jobs.
But hold on. This transition to semi- or full retirement for so many of today's leaders will probably go slower than has been anticipated. Today's employees are living longer and staying healthy. They will need to continue doing meaningful things to preserve their sense of well-being. And they will probably have to keep earning some kind of income to pay for this life extension.
So here's the emerging scenario: We now have a lot of people in the workplace, and each of them is in a different season of his or her life. There are Baby Boomers who are slowly but inevitably being dragged into retirement. Then there are their replacements—Generation Xers, Yers, and Millennials. The difference in their needs is wide indeed. And so is the implication of this diversity for recognition, rewards, and incentives. What's "crazy" for somebody in his 40s may be "cool" for somebody else in her 20s. And if you're in your 60s, you have a very different set of needs than does someone in his 30s. For some, a simple "thank you" is enough. For others, a flat-screen TV may do the trick. Money can be very motivating if you're just starting out in business. But for others, a visit to a resort/spa may be just what the doctor ordered. It's all about the season of life a person is in right now. Pay attention, though. As in nature, you can count on that season changing in the near future.
Dealing with such differences between and within people at work may seem overwhelming. But there is hope. Consider this: While recognition, rewards, and incentives are powerful motivators if used thoughtfully, they are still only number two on the list of what turns people on. At number one, we have the "opportunity for achievement." This is the great leveler in the motivation discussion. No matter what season they're in, everyone wants to do something meaningful at work and do it well. The problem is that managers don't understand this and therefore don't delegate very well. In fact, the number-one reason people say they quit their jobs is just this lack of opportunity to do meaningful work. Smart leaders make sure they provide these opportunities to their people. Then they go about the task of rewarding them according to their individual needs.
When it comes to motivating people at work, aside from the universal desire we all have to do a good job, one shoe does not fit all. Understanding the seasons of life your people go through is one sure way to motivate them to do well. You don't have to guess at it either. Ask them where they are. You'll be surprised at the honesty of the discussion.
Dr. Tom McDonald, a Ph.D. in psychology, speaks on "People Skills" needed for "Business Results." Reach him in San Diego at (858) 523-0883, tom@drtommcdonald.com, or visit www.drtommcdonald.com
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