Modern conditions for the functioning of organizations require constant updating of approaches to personnel management, including new approaches are being formed in relation to the management of personnel motivation. Despite the unification of job duties by professional affiliation, each employee is individual and his needs, principles, beliefs are individual, and this should be considered when working with personnel. When forming a system of motivation and incentives, one should consider the specifics of each working generation in the organization. Theories of generations substantiate the important characterizing qualities of generations, their features, and the influence of historical and socio-economic factors during the formation of each generation separately. The authors, when assessing the existing system of motivation of the personnel of a construction organization, took the theory of generations as a criterion basis. Improving the system of motivation and incentives in the context of the theory of generations makes it possible for the organization to contribute to the growth of the efficiency of the work of personnel, reduce turnover and reduce the costs associated with training and adaptation of personnel. The results of the work can be used as the basis for improving the systems of motivation of the personnel of construction organizations. It is possible to use the results of the study in the development of motivation systems for business entities, departments for personnel management of enterprises and organizations.