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The new generation of workers
The traditional American worker wants a good job, meaning steady work, good pay, comfortable and safe working conditions, and possibly an opportunity to get ahead.
Younger American workers today have greater demands for freedom, interesting and challenging work, and a voice in what goes on in the organization. Many find the incentive systems in place unappealing and, as a result, may lack motivation or consider opportunities in other organizations with more extensive incentive programs.
As an addition to existing incentive programs, today's organizations may use Work/Life Programs to attract, retain, and motivate younger workers.
Work/Life programs
Work/Life programs increase loyalty and reduce absenteeism. Here are some examples:
- family leave – now required by the Family and Medical Leave Act of 1993
- remote work – where employees may work from home all or a portion of the workweek
- day care centers or subsidies – often workers prefer day care assistance to pay raises
- flextime programs – where employees work a set number of hours in a work week, but choose what time they start and finish each day
- part-time positions
- job sharing – where a 40-hour-a-week position is split between two workers, so that both work only 20-hours per week
Memory Jogger
Organizations today are increasingly adopting the following incentive(s) to attract, retain, and motivate employees: