According to M. Fertik there are “differences between Generation Z and Generation After-Lehman”, therefore motivation techniques of the employees in their twenties should be different from those, implemented for older generations (Fertik, 2011). He, thus, introduces recommendations for the managers of the “twenty-somethings” (Fertik, 2011).
Firstly, Fertik emphasizes the need of young people to receive feedback. Therefore, good managers should praise their achievements, thus encouraging further improvement. The author warns, however, that negative feedback can be detrimental for the progress of young people, therefore it should be used with much care.
Secondly, the article shows the need to explain very clearly the decision-making process as well as the objectives of the company. Regular teaching sessions or company rotations help young people to understand the requirements and to learn how to think in certain situations. Moreover, young employees appreciate the chance to get insight into the company, which might be highly beneficial for the organization in the future.
Good managers according to Fertik give a lot of freedom to the young employees, as well as set separate tasks for them already from the very first day. Clearly defined responsibilities teach young people to find answers and solutions on their own, thus helping them to improve and become independent.
Young employees should be always invited for interaction both with management and with their older colleagues. This approach not only creates cross-functional cooperation, but also emphasizes their importance for the company.
Lastly, a good manager should assign to the young people short-term projects, but focus on long-term objectives. This attitude increases productivity despite the short attention span, while showing the importance of long-term goals for the success of the company.
References
Fertik, M. (2011, January 19). Managing and motivating employees in their twenties
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http://blogs.hbr.org/cs/2011/01/managing_employees_in_their_tw.html
