There are things in this world about which I hold strong opinions. Most often these are in the realms of personal development and group change. There needs to be an inherent trust between members of a team. It doesn’t matter how big the team is; two people in a partnership, or a global brand spread across continents all require a level of engagement to truly be effective at executing strategy. There has to be an emotional attachment to the mission and a shared satisfaction to reach a goal.

The most successful organizations understand that their greatest strength is their people. Taking that one step further, it’s the development of those people that set them apart. I could use a collection of cliched buzzwords here that have a tendency to say everything and nothing at the same time, but the gist is this: it’s one thing to have quality people in leadership roles to succeed today, but it’s another to have those same people prepared and inspired to take on tomorrow.

I am confident and proud to work for an employer that takes engagement seriously from the top down. They recognize the differences in learning styles between generations, and have an evaluation process that focuses on behaviors that contribute to the business, trusting that desired results will follow. I currently feel that I’m valued, and have mentors looking out for my best interests personally and professionally.

So how does one engage another person or group for a common goal? Job satisfaction means different things to different people, so one approach is to try and understand what motivates and rewards different groups.

A quick Google search brought me to this document discussing staff development from none other than the United Nations.

The link is a fairly easy read, but the content is nevertheless fascinating. The title is: ‘What Matters and How They Learn’ and breaks down the generation gaps in the workplace. I’ll let you have a skim and then we’ll continue the post. I’ll wait for you here…

(Interlude music)

So the groupings themselves: Baby Boomers, Gen X, and Gen Y comprise the vast majority of the current workforce. There are some Traditionalists, but their number is declining into retirement. By grouping generations in this way, commonalities emerge around the fault lines. For example, I fall near the tail end of the Gen X timeline, meaning that I may share a similar value set as a 50-year-old colleague with respect to being goal-oriented and self-reliant. At the same time, there are flickers of the Gen Y group that I recognize as well; when it comes to sociability and collective action, I completely embrace that culture in the workplace.

[As an aside, one of the distinctions between Gen X and Y as written in the document of Techno-literal vs. Tech-savvy. One needs step-by-step instructions and the other finds technology intuitive. If I was able to start a blog, but have no idea of any advanced features, does that make me advanced-techno-literal?]

So, we know the workplace is comprised of blended learning styles. Training should therefore contain elements that appeal to most workers. Gen X apparently respond well to graphics/design and brevity of training materials. Gen Y wants to learn when and where is comfortable, and being connected online is very important to them. The key is knowing the audience, and it takes a significant investment of time to learn how to relate to the individuals. Once that emotional attachment is established, you begin getting back more than you put in. You challenge one another and learn together. On a personal note, the occasions that I am wrong tend to be the most rewarding experiences in the end.

One final point I’d like to make is that there are many tools or devices being used for engagement, be it team-building exercises, group dinners or retreats, in-house competitions, monetary rewards, surveys or even one-on-one meetings. What tends to get missed is that engagement starts with people and ends with people; the tools are not the answer by themselves, nor do they have an endpoint. When used by someone who is already engaged, any strategy has a chance to reach others who may in turn, pay it forward by seeking to engage their other colleagues.

If you’re like me and truly engaged, that passion will keep you coming back for more, and you’ll have confidence that someone will always be waiting for you to challenge, learn and grow. Take advantage of that feeling and the opportunities that will present, just be ready to create those same feelings and opportunities for others when the time comes.

Disclaimer: The views and opinions expressed in this article are those of the author(s) and do not necessarily reflect the official policy or position of any agency, employer or affiliation.