Working with Gen X’ers

Generation X entails those born anywhere from 1965 to 1980.

Generation X'er ManGrowing up in this fast-paced era has provided some incredibly eager and adept people. While the preceding and following generations tend to see positives and place trust in institutions, Generation X is the opposite. Some of their leading characteristics are:

  • A pervading cynicism of anything that stays positive or seems “too good to be true”

  • An individualistic drive that spurs them to take pride in being able to do everything on their own

  • An adeptness to technology that did not exist before, as they were the generation growing up with each advance and learning to manipulate devices at a young age

  • A flexibility in both personal and professional circumstances, resulting in their being able to leave jobs at a higher rate

While their strong personalities might offend some, it doesn’t mean they aren’t essential parts of the team. The following information may be a good guide to use when seeking to keep a happy workplace with individuals from Generation X.

This is the generation that prefers you to simply lay out the task before them and tell them how to complete it. Tying in mission statements and how their effort makes you feel might actually deter their desire to complete the task, so just keep it simple. These individuals have lived through many economical highs and lows, and tend to be distrusting of both the good and the bad times. As their fellow coworker, try not to take it on yourself to correct their personal views, and just let them work.

Employee surveys show that:

  • Communicating with Generation X’ers is best done by email. Keep things formal and to the point, just like you do with face to face conversation.
  • Too much positivity from their boss tends to be met with skepticism,
  • while too much from their peer or subordinate can be met with anything from mild indifference to outright annoyance.

You might love that your cat just learned the alphabet, but to a Generation X’er, that was five minutes of their work day that could have been spent completing a task.

To ensure employee happiness, keep someone of this generation engaged in solving a task. These workers tend to be very efficient and creative thinkers, and if you loosen the leash and allow them to think outside the box and create their own solution, you’ll probably love what you get. As a manager, you won’t have to be as concerned over employee engagement with this generation. They love the feeling of finishing a job and doing it well.

Compliment or reward this individual directly after they have done something noteworthy. As mentioned, they tend to be cynical. If your compliment is too late in taking place, they may be wondering just what you want from them. On the same note, don’t over compliment. If you are working underneath Generation X’ers, it may be best to avoid complimenting at all if not done in group settings. When appropriate, however, keep compliments simple and matter-of-fact.

While it may be frustrating to feel like they tend to be on the negative side during team meetings, these workers will usually offer their own idea if they don’t like the ones being given. Try to view their critique as a way of achieving the best results for the task rather than outright attack on your worth as a human.

Boomers may be hesitant to serve under Generation X.

Because this generation places high value in keeping time for home life, there tends to be more flexibility in the workplace allowing for employees to take time for their families and personal life. Take this as a sign of higher efficiency instead of a sign that the company is about to fail.

Overall, Generation X’ers bring incredible work ethic to the team.

Be sure to keep it simple and direct when communicating and let their natural ingenuity lead the way when appropriate. The best workplace is one that manages hard work with time spent enjoying life. This generation is one that understands the value in working efficiently and enjoying the leisure that is earned.


Real-time tools like Clarity Wave’s EPIC™ allow Gen X’ers to quickly and easily express their opinions and perceptions of their workplace and coworkers in a safe and anonymous environment.

If you want to learn more about how to conduct real-time employee surveys without going crazy in the process visit to learn more about our Employee Engagement software, EPIC™


Schedule a demo to see how EPIC™ by Clarity Wave can help you have more engaged employees and improve your company’s culture.

Working with Baby Boomers

Working with Baby Boomers

Working with Baby BoomersThe baby boomer generation has perhaps been one of the most notable generations in the recent century. The generation following what has been termed “The Great Generation,” baby boomers were born after World War II between 1946 and 1964 and grew up in the 50’s, 60’s, and early 70’s. This generation typically involves the following:

  • Eager and devoted work ethic that seeks to be rewarded with monetary compensation
  • A “work hard, play hard” mentality
  • Individualistic and independant mindsets that enable them to work their best when taking charge of a project alone
  • A competitive nature which seeks to perform well both for themselves and in front of others

Working with the baby boomers can seem intimidating due to what feels a potentially larger age gap than what you may be used to, but you will discover that they are excellent workers when they know the goal. Below are some tips and techniques to consider when trying to keep a happy and productive work environment with a baby boomer.

The Baby Boomer’s Relationship With Technology

A major thing to consider when working with any baby boomers on your workforce is that they have lived through major technological improvements. They may be struggling to keep up with each new update and advance. When handing out assignments or seeking for effective motivation, consider possible tutorials a baby boomer may be able to take advantage of to successfully complete the task. Coating the request with a compliment won’t hurt, either.

Baby Boomer WomanBaby boomers are dedicated employees.

Employee surveys show that they plan to work much longer than the generation before them. They are known for working with vigor and efficiency. As a peer or subordinate, it would be wise to recognize their hard work by responding to messages or acknowledging their years of experience. Likewise, if you are in a management position, allow them a moment in the limelight to show their knowledge and display their effort.

This generation is extremely money motivated.

They put in long hours so that when they aren’t working they can use their paycheck to relax in style. If there is a project that offers a higher payout, the baby boomer will get the job done while simultaneously packing for the cruise he just earned. Millennial’s may not understand this drive as much, and tend to want to work smarter, not harder.

Potential frictions and conflicts

The significant age gap that may occur between the separate generations in the workforce has the potential to cause conflict. Since the baby boomer will have potentially up to 50 years more life experience than the younger Millennial’s, tension may arise when their younger counter parts begin to climb the ladder and excel. To manage this, direct attention toward the achievements and capabilities of individual members of the team. Back in the day, baby boomers were the generation that brought about the Civil Rights movement and the rise of feminism. The realm of the individual is almost like home for them.

If you are on the receiving end of any hostility, don’t feel too overwhelmed. Like many other areas of life, some people are skilled in areas you are not. Endeavor to find those areas in your baby boomer coworkers, and remind yourself of your own strengths. It just may be that that the individual feels that his job may be threatened by your work.

While it may not be your duty to reassure the baby boomer that you won’t be moving into their office next week, it could go a long way in keeping a peaceful work environment. As a manager, it is you job to keep workflow producing and ensure employee happiness. Take time to calm any potential fears a member of this generation might have, as it will help them move on with their projects. You might even give them specific projects that appeal to their strengths and years of knowledge in the field.

If possible, have their work ethic be a source of inspiration for younger generations. As a subordinate of the baby boomer, take notes. While you may not agree with them on how to run your social life, you should be able to find the innovations they have contributed to the company that actually make your job easier.

EPIC PRO Employee Engagement SoftwareReal-time tools like Clarity Wave’s EPIC PRO™ allow baby boomers to quickly and easily express their opinions and perceptions of their workplace and coworkers in a safe and anonymous environment.

If you want to learn more about how to conduct real-time employee surveys without going crazy in the process visit to learn more about our Employee Engagement software, EPIC™


Schedule a demo to see how EPIC™ by Clarity Wave can help you have more engaged employees and improve your company’s culture.

Why companies fear anonymous surveys

Filling out a surveyCompanies Benefit From Employee Surveys

Many companies do not find value in conducting traditional employee surveys. These are often surveys designed to measure employee engagement and more. There are businesses that find them a lot of trouble. They may believe they offer little information of any value and don’t provide results that contain anything important. These companies don’t realize how using these surveys can help their business.

Survey Questions
Many traditional surveys will ask questions that provide a vague idea about the satisfaction of their employees. The goal is often to gather information that is actionable. Much of the information obtained doesn’t provide management with a good idea of actions that should be taken for improvement of the company culture. Questions often provide results that are difficult to understand. In many cases, companies aren’t prepared to change based on traditional survey results.

Surveys Ignored
Most employees who are disengaged will not take the time to complete a survey. These employees will often try and get others not to respond to the survey. Many times, these employees do not believe completing an annual survey will change anything within the company. This means the survey results are not able to provide accurate information about employees level of engagement. A company’s level of engagement and employee happiness could be much worse than a survey’s results indicate.

Results Ignored
Some companies provide annual surveys only because it is part of their routine. When companies ask employees to spend time on a survey, they need to show they listened. The company needs to take actions. It needs to show employee happiness is important and listen to what is uncovered by the surveys. A survey loses value when the results are ignored. This results in employees refusing to spend time taking an annual survey.

Bad Timing
It may be a mistake for a company not to provide a survey for their employees until its part of an exit interview. This is the second most common survey method companies use for employee engagement. The main issue with doing this is how its too late for change at that point. Most employees don’t like to be asked questions about the company’s treatment on their way out the door.

Fear Of Anonymous Feedback
Many members of management do not like anonymous surveys. They believe this type of feedback leads to dishonest results as well as bias. Management feels these things would make the results useless. Others in management feel anonymous feedback encourages a lack of trust. Some believe this is a way small groups of employees can influence the results on a large scale. Using anonymous surveys for feedback has been shown to significantly increase survey participation.

Response Rate
It’s important companies not measure the performance of their managers based on survey response rates from a manager’s team. When at least half of a company’s employees respond to a survey, it will have enough information to determine actions that need to be taken.

Pulse Surveys And Employee Survey History
Employee surveys have been used as tools in business for decades. During the 1920s, employee surveys were used and referred to as employee attitude surveys. They were considered a success in a number of industrial companies. Tools for measuring employees’ attitude became more popular during World War II. The goal at this time was to gauge morale and create environments with high morale. Pulse surveys are considered relatively new in the world of business. They are demonstrating a high level of accuracy with providing important data on a company’s culture.

Employee Pulse Surveys
An employee pulse survey is designed to be completed on a weekly basis or every few weeks. This is a survey system that is fast and frequent. They are able to quickly provide a company with insight into its employee’s attitudes. Because of advancements in technology, these types of surveys can be completed over the Internet and done securely. This is more popular than using survey software that has been customized or paper.

Pulse Survey Benefits
It has been shown the proper use of employee pulse surveys will increase employee engagement. This has also resulted in an improvement in a company’s business culture. This is a tool that provides management with real-time measurement of employee satisfaction as well as engagement. Being able to have access to so much data this quickly means managers are able to more accurately determine employee morale and more. This has proven more effective than reviewing data that was collected weeks or months earlier.

This is software that was developed to provide employee survey characteristics not provided in any other way. It enables companies to have weekly surveys, gamified surveys that are fun to use and more. New questions can be provided weekly and designed to meet specific goals. It is safe, anonymous, interesting and something employees enjoy doing. Employee turnover rates go down and levels of job satisfaction increase. Learn more at the website

If you want to learn more about how to conduct real-time employee surveys without going crazy in the process visit to learn more about our Employee Engagement software, EPIC™


Schedule a demo to see how EPIC™ by Clarity Wave can help you have more engaged employees and improve your company’s culture.

Why Intel is One of the 100 Best Companies to Work For?

Why Intel is one of the 100 best companies to work for?


Why is Intel a great company to work forThe success of this company is based on a good organizational climate, the creation of strategies for implementing business’ solutions that support production and good working environment. The company has strengthened its leadership thanks to the dissemination of the best practices of TI in the sector.


Intel is a reference company in the area of work environment.


Intel is continually developing initiatives in all sectors of the business, that have allowed it a 65% reduction in manufacturing times, reduce product development time and creating online sales centers. The development of these initiatives can optimize TI investments and simplify operations.


Another of the main objectives for the management of the company is to strengthen agreements with business groups and financial and operational managers, setting a good atmosphere and working environment, therefore benefiting production.


The secret of success of Intel, the world leader chip-maker, is the optimal performance of its factories and a favorable work environment. These in turn depend on TI so that the TI organization at Intel will increase its investment in production, innovation and implementation of the best practices in the industry so as to optimize results.


For years important contributions have been carried out in all sectors, so that initiatives can become reality: design, manufacturing, the supply chain and sales. As a result, a reduction of the manufacturing time of up to 65% is achieved,resulting in a streamlining of marketing and cost reduction.


Since 2010, the company began to take responsibility for the factory automation, in order to get a better integration of IT and thus increase system reliability, reduce costs and promote the implementation of new functions.


Strategic planning has enabled Intel to have long-term goals, undertaking new challenges and new trends in technology. This is achieved by following good planning and management:


High-level meetings with the different business’ groups.

Group meetings to discuss new technological trends.

Interviews at all levels to improve labor productivity

Evaluation polls of performance.

Getting a suitable climate that fosters productivity through labor well-being


The company developed interviews and questionnaires to assess and evaluate staff performance and identify areas for improvement. This enabled globally to know in which sectors IT services had to invest in order to increase the level of satisfaction and create a better working environment so as to enhance workers’ productivity.


To increase the business’ value, the persons of IT responsible for the area, together with specialists, share their knowledge on the best practices for different sectors:

  • Data-center
  • Productivity
  • Working atmosphere
  • Business solutions, etc.


All this through meetings and seminars supported by all types of hardware, such as graphic documents, blogs and videos, with a common goal: improving the work environment, having happy employees and increasing the employees and the company’s productivity.



If you want to learn more about how to conduct real-time employee surveys without going crazy in the process visit to learn more about our Employee Engagement software, EPIC™


Schedule a demo to see how EPIC™ by Clarity Wave can help you have more engaged employees and improve your company’s culture.


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