Survivors Getting The Blues Instead of The Pink Slips

As columnist Diane Stafford wrote today in the Kansas City Star, "They're just not that into you. You, as in employers."

It's no surprise that employee engagement is declining these days. While some may feel the survivors "should be happy just to have a job," it's certainly no picnic at the office.

As they wait for the other shoe to drop, survivors struggle to do the additional work of 3 or 4 people (maybe more), work among empty cubicles and hallways that echo as reminders of their co-workers who are no longer there, and for many, the pressure to produce is about to boil over.

Stafford offers several tips for companies to keep employees energized including setting clear direction for personal success, open and honest communication, opportunities for development, recognize and reward, and focusing on work/life balance.

Along with our Alliance Partners, Devon Scheef and Diane Thielfoldt, co-founders of The Learning Cafe, we work with organizations to help engage multiple generations in their workforce. We know that despite the larger challenges of the organization, the behavior and actions of each manager has a huge influence on their team's engagement, satisfaction, and consequently, productivity.

Diane and Devon recommend the following actions for managers to meet the needs of each member of their team:

Millennials

Millennials are hungry for fifteen-minute feedback! Ask "What's going well? What's not? What can I do to support you?"

Provide challenging, varied work by assigning multiple projects at a time. They expect, and can multitask!

Include groups and teams as part of their work.

Invest in their training and education.

Gen Xers

Coach don't micromanage them. Give them a goal and get out of the way.

Provide mentors (maybe even a maverick thinker) to help them reach their next career goal.

Provide a flexible work environment.

Offer frequent, truthful, specific, and concrete communication.

Baby Boomers

Don't take them for granted! Ask if they are satisfied or enthusiastic about their work, their projects, learning opportunities, etc.

Help design jobs to accommodate multiple family demands - demands of their kids and their parents.

Keep it fresh - job rotation, special assignments, task forces, projects, etc.

Be a concise communicator. It saves time.

Silent Generation

Frequently, tell Silents why and how their work is significant. Link it to the bottom line.

Verbally and publicly recognize their contribution and importance. Ask these experts to share their knowledge and critical skills by being a mentor. Ask newer employees to shadow and learn from them.

Provide proactive technology support if needed.

Say what you mean and mean what you say.

Each of us needs to feel respect and value. Managers can provide that support every day - making the difference for the survivors and the organization.