The contemporary professional world is mainly structured around a cohabitation between three generations: generations X, Y (millennials) and Z. Each has been built in a different social and technological context, which strongly influences its values, expectations and way of approaching work. Understanding these specificities not only allows us to avoid tensions and misunderstandings, but also to take advantage of intergenerational wealth, particularly in terms of recognition.
Here is a portrait of each of these generations at work and the very specific way in which they prefer to be recognized in business.
Generation X: Stability and Autonomy in the Face of Evolution
Generation X comprises individuals born between 1966 and 1980. They grew up in an era marked by economic and social transformation, experiencing an unstable job market, high unemployment rates, and the rise of new technologies. This generation values independence, stability, and a work-life balance above all else.
Autonomy, a sense of responsibility and measurable performance are among their main expectations. They generally prefer discreet recognition, and appreciate being valued for their talent, their expertise and their strong sense of a job well done.
Millennials: Career Advancement and Flexibility
Millennials, born between 1981 and 1996, are bringing a new concept of work. Driven by globalization and the digital explosion, they are primarily looking for career development opportunities and a job that will allow them to have a real positive impact on society. Mobility, openness to change, flexibility, inclusion, and work-life balance are all values they hold dear.
This generation also advocates the importance of teamwork and collaboration, fueled by interactions and innovation. Millennials expect regular, personalized, and immediate feedback from their managers, preferring informal recognition such as encouragement, public praise, opportunities to participate in projects aligned with their values, or opportunities to acquire new skills. Meaning at work and the quest for social utility strongly influence their commitment.
Generation Z: Flexibility, Innovation and Social Engagement
Finally, Generation Z, born from 1997 onwards, grew up in a hyperconnected world where technology shapes daily life. These digital savvy people prioritize flexibility and autonomy, both in their schedules and in their work organization.
Generation Z employees aspire to work for agile, innovative companies that are attentive to inclusion, diversity, and social and environmental issues. Their motivation is based on the company's mission, its alignment with their values, and its impact on society. Recognition must be immediate, often digital, via internal platforms or social media.
For Generation Z, working also means investing in causes they care about and getting involved in a meaningful collective project. Similarly, the opportunity to donate to a charity in their name could be a welcome gesture of recognition.
The challenges of generational cohabitation at work
The meeting of these three generations within the same organizations opens the way to a wealth of experiences, but also to possible misunderstandings. Differences in their relationship to authority, their mode of communication, and their use of technology can prove to be sources of tension.
However, this generational diversity can be transformed into a real performance lever. Multigenerational teams bring stability, experience, creativity, and adaptability. In a constantly changing world, this is an undeniable asset. Employers should encourage mentoring and the transfer of knowledge, as well as adapt management methods according to individual expectations.
Recognition at work according to generation
Recognition is a fundamental pillar of well-being and motivation at work for all generations, but the forms they appreciate vary:
- Generation X: Recognition is discreet and focuses on valuing skills and work well done. Stability and security are key factors.
- Generation Y: Recognition is primarily individual and immediate. They prioritize regular feedback, encouragement, opportunities to acquire new skills, and consideration of each individual's potential and values.
- Generation Z: They appreciate frequent, collective digital recognition, as well as the opportunity to get involved in social or solidarity projects aligned with their beliefs.
By integrating multiple forms of recognition, such as internal platforms, team celebrations, and public and private recognition, companies can motivate and retain talent, regardless of generation, while developing a sense of belonging.
For effective management of different generations at work
Adapting recognition and management to generational diversity requires a stance of listening and flexibility. Managers benefit from increasing exchanges, encouraging collaborative training, and offering inclusive recognition systems that meet the specific expectations of each generation.
Ultimately, understanding what motivates generations at work and valuing their specificities represents a challenge, but also a tremendous opportunity to build attractive work environments marked by innovation and diversity.
Pascale Hubert
Web Writer