Motivation and Workplace Diversity

People rarely set out to be difficult employees. As a manager, the most challenging part of a job is usually dealing with people whose behavior and responses are baffling. Difficulties in workplace relationships frequently result from differences in life experiences, cultures and beliefs. In addition, the workforce today is made up of at least four different generations (veterans, baby boomers, gen Xers and gen Yers) as well as people from many cultures and both genders. Each segment of today’s workforce has distinct attitudes about work and is motivated by different incentives.

Employees generally want to be a productive and valued. Basically, they really want to do a good job. Most of all, they want to be recognized for their unique skills and contributions. Being recognized for the work they do is still the most desired part of employee compensation, even more important than money or job security. Keep that in mind while you consider the following suggestions for handling increasing workplace diversity:

Recognize and Celebrate Differences

• Inquire about and understand the motivators for each employee. Do not assume that what motivates a baby boomer will be the same thing that motivates a gen Xer.

• Be open about the differences represented by your employees and team. Encourage team members to share the unique things about them with others and you.

• Be aware of cultural differences. There are differences in how eye contact, touch and gestures are perceived.

• Be aware of language differences. Words can have different meanings even within the same language.

Dealing with Conflict

• When a difficult situation comes up deal with it quickly and openly with the employee(s) involved in a private setting. Even though it’s important to handle difficult situation quickly be sure to allow yourself time to prepare.

• If an employee is angry or made you angry allow for time to cool down before addressing the issue.

• Be clear and concise about any criticism that you have for an employee.

Most of all, view team members as individuals. Get rid of your own stereotypical ideas. Interact with each employee or team member as an individual. Be respectful. Give employees and team members your full attention when speaking with them. And don’t forget to be generous with genuine praise. Regardless of age, sex or culture, the universal employee motivator is recognition.