Compensation and Benefits: A Generational Approach to Motivation

This essay discusses how to motivate different generations—Baby Boomers, Millennials, and Gen Xers—through tailored compensation and benefits strategies. It highlights that while some rewards, like time off and financial incentives, are universally appreciated, the specific types of recognition that resonate most vary across generations. For Baby Boomers, formal recognition and new titles are effective, appealing to their desire for status and respect. Millennials are motivated by opportunities for learning, interesting projects, frequent feedback, and a fun work environment, such as team events. Gen Xers value work-life balance, independence, and opportunities for skill development, making flexible work arrangements and funding for certifications ideal rewards. By understanding these generational preferences, organizations can create compensation and benefits packages that enhance employee motivation and productivity.

Running Head: Compensation and Benefits
Compensation and Benefits

Compensation and Benefits 1
Rewards to Motivate Different Generations
Motivation has huge significance for employees in order t o receive efficient outcomes from
them. While there can be differences in the individuals, there are many themes in between the
generations that can be used as information to create well round approach for rewards and
motivation of the team members. Today’s workforce mostly consists of the Baby Boomers (born
1946 to 1964), Millennials (1981 to 2000) and Gen Xers (1965 to 1980) (Meier & Crocker,
2010).
 Baby Boomers: These are good team players and value personal growth and optimism.
These people are focused about their careers and are competitive at workplace. They add
big value to the organization. They are always looking for status and respect. They feel
engages when they are able to share knowledge they possess. Hence, these people will
definitely appreciate rewards. Formal recognition is what they will appreciate the most.
They will appreciate a new title in their workplace as a reward of the work that is well
done by them. These kinds of rewards ties with their desire of earning respect and status.
 Millennials: These employees are optimistic, of diverse value and involve themselves in
decision making. They are expressive and creative. Loyal to all the other players of the
organization. They expect feedback frequently and always keep good communication
with their leaders. They seek interesting work which can keep them away from getting
bored. Hence, this generation can be awarded by making them choose between new
projects very often. They are always interested to learn something new which they can by
taking new projects. They will feel motivated by sitting on the same table with their
leaders and learn new skills. This generation also seeks fun in the environment of their
workplace. Team events will strengthen the bond within these types of colleagues. This
way they will get a new family at their workplace.
 Gen Xers: They are creative, result driven, flexible and entrepreneurial. They tend to
behave quite individualistic way and rely on themselves instead of relying on others.
These people try and create work life balance. These people are always looking for
marketing skills and results which assist them build a new strong career. Since, this

Compensation and Benefits 2
generation is looking for a work life balance; they will always appreciate having flexible
work environment for work. They also appreciate independence in their work. Hence,
they will also appreciate taking new projects on their own. They are always looking for
funding to develop new skills or certifications and if they can get it as a reward and they
don’t have to pay for it; it would be the best reward for them (Herley, 2009).
It is obvious that all the generations appreciate time off from work and a few financial rewards.
But, these rewards will always differ from generation to generation. Providing flexible work
schedules and finance rewards will always allow every generation to produce better outcomes
and will also help them get into the best shape in their career.

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References
Herley, W. (2009). Motivating the Generations:. Journal of Inquiry & Action in Education , 3
(1).
Meier, J., & Crocker, M. (2010). Generation Y in the Workforce: Managerial Challenges. The
Journal of Human Resource and Adult Learning , 6 (1).