Opinion: Generational differences foster dynamic workplace

Dear G.M.: There are three things older workers can do that will make a difference in creating positive relations with younger co-workers.

No. 1, take an interest in what they have to say. Do not fall in the trap of discrediting their ideas because you believe they don’t have sufficient experience. Lack of experience does not invalidate a good idea any more than significant experience makes a bad idea good.

No. 2, try to see their perspective without making fast judgments. Gen Xers and Millennials often possess an optimistic and highly creative approach to problem solving. Vast experience can actually be a disadvantage when it produces a myopic view of things. For example, a medical equipment manufacturer with a critical production problem called a meeting of all its engineers to brainstorm possible solutions. After all the senior engineers had offered their ideas, even the best solution was going to stop production for three weeks. At the end of the meeting, an engineer straight out of college suddenly spoke up. His solution, which was later adopted, reduced the timeframe to three days, saving the company millions of dollars.

No. 3, do not take offense when younger workers or want to challenge your methods or work processes. Most often, they are attempting to collaborate and make a good contribution to your workplace. These are two very strong traits of younger generational workers today. If you bury their willingness to help by ongoing criticism or disinterest, you’ll increase turnover and reduce optimum operational effectiveness.

Dear Mark: What are three “glues” that help good employees “stick” with an organization? –H.B.

Dear H.B.: There are more than three glues that all the generations agree will make them stay a committed employee. I often hear these topics during needs-assessment interviews with employees:

No. 1, learning, development and job challenge. Regardless of age, people want challenging, rewarding jobs – and they want ongoing learning. Computer-based training should help make learning more accessible and affordable, but in-class training and internal mentors are much more strongly desired than computer instruction, according to “Retiring the Generation Gap” by J. Deal.

No. 2, advancement and opportunity. Most employees strongly desire the opportunity to advance their career or further build their résumé. If you don’t make career plans and opportunities clear, then expect to lose some of your better employees to employers that do.

No. 3, respect, recognition and appreciation. People consistently say they’d like more positive reinforcement than they usually get from the boss. Respect can be shown by appreciating older workers for their experience, and by taking younger workers’ ideas more seriously.

Dear Mark: What employee perks do Millennials seek in job offers? –E.O.

Dear E.O.: Millennials, who are now in their teens or early 20s, want flexible work schedules that accommodate their many activities and interests. Beyond offering a competitive wage, here are some tips to keep in mind when hiring Millennials:

No. 1, provide flexible schedules and as many work options as you can. Expect to accommodate their activities around your work needs – not vice versa.

No. 2, praise their work contributions and ideas more often than you think is necessary. Why? They are the most-praised generation ever to enter the work force. Trying to manage them like you were managed (if you don’t hear anything from your boss, you must be doing OK) will not fly with Millennials.

No. 3, emphasize work purpose instead of job duties in interviews. If you want them to clean tables for example, emphasize how they are helping families have a clean and comfortable place to have a meal.

No. 4, talk about how the job and work atmosphere will be “fun.” Offer rewards they’ll respond positively to such as time off, gift cards, competitions they can work on as a team or special projects.

Workplace Solutions

These questions were generated during the Jan. 4 Leadership First Friday on the book, “Retiring the Generation Gap.”

Join in on workplace conversations with Mark Holmes during his Leadership First Friday lunch discussion covering workplace topics and business books. The next Leadership First Friday – 11:30 a.m.–1 p.m. Feb. 1 at Great Southern Bank’s Operations Center, 218 S. Glenstone Ave. – covers Brian Tracy’s “Eat That Frog!”

Send your workplace questions to sbj@sbj.net, and purchase luncheon tickets by going here or calling (417) 831-3238.

Mark Holmes, owner of Springfield-based Consultant Board Inc., consults and speaks nationally on increasing employee and customer retention and improving employee performance. His ideas have been featured in the Wall Street Journal and on Fox Business Network. He can be reached at mholmes@thepeoplekeeper.com.