Tammy Erickson of Harvard Business Online wrote an article titled, "Ten Reasons Gen Xers Are Unhappy at Work", which highlights how Generation X perceives "most corporate careers paths narrow' at the top."
Today, employees of Generation X are in their 30s and 40s and are in a position to be considered as corporate leaders. However, this group is often overlooked or not offered the kind of incentives they desire in order to retain them long enough to succeed into these positions.
Generation X is motivated by positive work relationships and a breadth of opportunities to continually develop their skills and expand their knowledge. They are not primarily driven by salary, recognition and prestige, and unfortunately many company's reward and succession plans are built on this platform. Generation X is not vocal about their needs and is typically more reserved in the work environment.
Recognizing what motivates this critical generation on the verge of becoming our corporate leaders is essential and building reward and benefit plans to meet them is the key. Managers and employees can work together on an employee's development and career goals by utilizing an online Performance Management solution.
By allowing Generation X to have input on what they will be held responsible for as well as areas in which they wish to develop, it will help address their need for involvement and career growth. This tool allows managers and employees to engage in continual and immediate communication as craved by Generation X.
Furthermore, Generation X and their managers can gain great benefits from an online Career Development and Succession Planning solution. Such a tool allows Generation X to contribute to and continually update their development plans - assuaging their desire to continuously learn.
It also allows employees to view internal available positions they may be interested in developing a career path for - a key element in retention - and these skills and competencies are visible to the executives building succession plans. This helps Generation X take control of their own career options as well as helps to dispel their perception of the narrow corporate career paths.
Executives are able to source for hidden talent within Generation X thereby greatly increasing the talent pool and the chances of finding highly suitable successors.
As the workforce becomes more multi-generational and diverse, executives and managers will need to be increasingly aware of what drives and motivates their employees. This will be the key to success in all areas of business far beyond finding the best candidates for a succession plan.
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