How Recognition Helps Millennial Leaders Motivate Multi-Generational Teams

Tips to create a cohesive dynamic that brings out the best in all employees

As Millennials take on more managerial and leadership responsibilities, they are bringing new mindsets of what leadership can look like as they guide five generations across the workforce. Truly effective leaders will have to focus on bringing all generations together and creating a cohesive dynamic that brings out the best in all employees. 

Instead of top-down, directive leadership styles, Millennials typically support a flatter, less hierarchal organization. They are choosing a servant leadership approach that empowers employees through transparent communication, collaboration and inclusivity. 

Recognition can be a millennial leader’s best tool in creating a cohesive dynamic within 
an organization.  

In overseeing multi-generational teams, it’s important to create an environment where all employees feel that their work has a purpose, they belong and are valued. Allowing employees to find common ground through shared values, both at the company level and personal level is an effective way to build a sense of belonging among a multi-generational workforce. 

Employees of all ages have a lot in common with one another and generational perceptions may hinder us from seeking out those connections. A 2016 Sodexo study found that across generations, many employees held the same expectations for the workplace: 
 

Millennials can lead by example by acknowledging the commonalities and shared values within their teams and finding ways to recognize the work contributions of their employees, providing ongoing feedback, recognizing employees’ strengths and finding opportunities to help them develop both professionally and personally. Millennial leaders can further recognize and engage Generation X and Baby Boomer employees by seeing them as trusted advisors who can offer knowledge and expertise that informs their decision-making process. 

It’s also necessary to understand how employees prefer to be recognized. While there may be generational tendencies, individual preferences should take precedence when recognizing employees for a job well done. For example, Baby Boomers (generally speaking) enjoy being recognized and rewarded for their contributions, however, some employees may prefer a thank you card more than being verbally recognized in front of an entire office. 

To better get to know employees’ recognition preferences, Millennial leaders should work towards getting to know employees on a more personal level through one-on-one meetings or corporate sponsored social events. As you build rapport with employees, ask how they prefer to be recognized and jot down notes or reminders to ensure that you’re incorporating their personal preferences when recognizing them for work achievements. Also, as Baby Boomers and Generation X employees prepare to retire, consider how they would like to be honored for the contributions they’ve made to your organization and find ways to tie in their individualized interests. 

As Millennials step into leadership roles within organizations, motivating multi-generational teams will be a key component to achieving business success. Recognition will continue to be an effective way for leaders to build inclusive work environments that help all members of multi-generational teams feel that they belong, their work has a purpose and they are valued contributors to the organization.