Talk about diversity of perspective and opinion! Five different generations in the workplace provide just that. And smart employers will jump on the opportunity to build loyality, commitment, and purpose while also contributing to the bottom line.
Baby Boomers, those born between 1946 and 1964, and Millennials or Gen Y, those born 1977 and 1997, often are portrayed as two generations that don’t always see eye to eye in the workplace.
In their formative years, Boomers were influenced by the civil rights movement, the Vietnam War, the sexual revolution, space travel, and the Cold War with Russia. Millennials were influenced by digital media, school shootings, terrorist attacks, and 9/11.
Despite these differences, though, these two generations may share something in common that could help bridge the generation gap.
Leveraging differences between generations
Both groups long to find a purpose in their careers beyond a paycheck.
Everyone has been made for some particular work and the desire for that work has been put in every heart. ~Rumi
Millennials worry about how much money they earn, but also about how they earn it. They gain satisfaction from their work when they feel they are contributing to something larger and more valuable than the company’s earnings.
Baby Boomers, idealistic in their youth, somewhere along the way became part of the system they fought to change. Now, nearing retirement, many look back and wonder what kind of legacy they will leave. They’re reigniting their earlier desire to add meaning to life.
As we see it, tapping into the two generations’ longing for meaningful work can create an improved outlook for businesses.
Here’s a few reasons why we think smart employes should tap into this opportunity:
⇒ Everything a company says and does contributes to building its brand. Because of this, the actions and attitudes of employees are central to the brand experience for the customers.
⇒ Too many companies begin their pursuit of success by focusing on profit. A better route to sustainable success is to flip traditional business thinking upside down and start with purpose. Purpose drives performance, and performance drives profits.
⇒ Customers feel better about buying from or working with brands they connect with in some way. When they connect with the purpose for why a company exists, customers feel as if they’re a part of something meaningful, just as the employees do. This deeper relationship adds value to every interaction that customers have with the company, which builds loyalty for the brand.
People don’t buy WHAT you do, they buy WHY you do it. ~Simon Sinek
When there’s two generations—one older, one younger—and both are seeking greater meaning at work, well, there’s an incredible opportunity.
However, that opportunity to build both employee and customer satisfaction can only be realized if a company’s purpose and values align and connect with employees on a level beyond the bottom line.
Today’s contributors are Jackie Dryden, author and Chief Purpose Architect with Savage Brands, and Bethany Andell, author and president of Savage Brands.
Image credit before quote added: Pixabay