“There are only three measurements that tell you nearly everything you need to know about your organisation’s overall performance: employee engagement, customer satisfaction, and cash flow. It goes without saying that no company, small or large, can win over the long run without energised employees who believe in the mission and understand how to achieve it,”
Jack Welch, former Chief Executive Officer (CEO) of General Electric.

Engaging employees may be more challenging than ever before, for the first time in the history of the business world we have at least three generations that are all working together, the Baby Boomers, Generation X and Generation Y (also known as Millennials), all of whom require different ways in which to be engaged with. Navigating through the different characteristics, values, and attitudes toward work, based on each generation’s life experiences can become a bit like walking through a mine field. Getting it right and aligning your key messages internally is intrinsic to building a solid reputation.

Different communication strategies are vital to successfully integrate the multigenerational work force. Why is this important for your reputation?
Employees play a vital role in the reputation of an organisation, very often this is where the reputation of an organisation starts, as their daily perceptions and interactions become the reality for external stakeholders. If the behaviour of employees does not live up to the expectations created through the organisation’s external communication campaigns, the organisation’s overall reputation will be damaged. “What we have found is that if your employees’ morale is low, then this generally has a negative impact on how the organisation is seen. It is inevitable that not all your employees will be exuberant 100% of the time, however, when a whole team becomes negative external stakeholders are more likely to believe what the employees say than the fancy marketing and public relations campaigns,” says Regine le Roux, Managing Director of Reputation Matters.

Apart from taking an inside-out approach to aligning internal beliefs and behaviours to external perceptions, organisations need to understand that the way in which you communicate and get the most out of a Baby Boomer, is quite different to that of a Millennial. It is important to note that there is no right or wrong way of communicating, it’s about being able to adapt to what is most effective.

The key is to effectively address and take advantage of the differences in values and expectations of each generation. With that said, it is important not to follow blanket stereotypes, it does, however, help to have a broad overview of each generation to help with understanding and being tolerant of each other.

“When it comes to improving your internal communication, keep in mind that the workforce currently consists of different generations with whom you need to communicate. Align your communication to the overall business values and objectives using the most appropriate channels of communication per generation. Facilitate mentoring between different aged employees to encourage more understanding and multigenerational engagement. Employees like to have a voice and to be heard; facilitate feedback opportunities through different forums,” concludes le Roux.

To find out more about how best to communicate with the different generations in your organisation, contact Reputation Matters on
(011) 317 3861 (Jhb) | (021) 790 0208 (Cpt)
or visit www.reputationmatters.co.za

Released by Reputation Matters
Media contact: Nadia Nel
Mobile Number: 081 439 3912
nadia@reputationmatters.co.za