I am usually a bit cynical regarding these types of articles. My reasoning is this – each individual is unique in their motivations and rewards. Attempting to place employees into set categories regarding global characterizations is a stretch. Nonetheless, this article from Inc.com presents some excellent points and advice for employee engagement.
I do not believe you can overstate this one:
5. Employees want flexibility. In addition to deciding how they work, the experts say employees also appreciate having a say over when they work. Gunther has, of course, set up a radically flexible schedule for his employees that might not work for every office. But, he says, it has enabled him to find and retain top talent for Meddius. “We’ve had people who have taken significant pay cuts to work for us, because at their old job they were told to show up and be at the office between 8 a.m. and 5 p.m.,” he says. “Generation Y is looking for a synergy between their personal lives and their professional lives.” Set up a flexible vacation policy or a telecommuting policy that enables employees to work from home. It involves a great deal of trust, but, as Pink says, “If you don’t trust your employees, you’ve got much bigger problems.”
This recession has lowered the drive for some employees on this topic, but it is still prevalent among the younger workers. I love the last line as it is absolute truth.
I think the older generation has a palpable difficulty with telecommuting. My discussions with many Boomer-aged managers have included comments basically stating that to be effective in the role, they have to be in the office every day. My take on that commentary is that the manager is projecting their own approach into the position. They may struggle in a remote role, but I’m not convinced that is always the case with the younger generations.
There are 9 other interesting points in the article so I recommend you read the entire thing.