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From Gen Z to Baby Boomers Working with Multiple Generations

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From Gen Z to Baby Boomers Working with Multiple Generations by Chrissy Carroll, MPH, RD 1 HOUR CE CBDM Approved From Gen Z to Baby Boomers Working with Multiple Generations MANAGEMENT CONNECTION Lead different generations more successfully through an understanding of traits and work preferences No matter where you work as a certified dietary manager, In today’s workforce, you’re likely to encounter four different good leadership skills are applicable to every setting. But generations of employees: when multiple generations coexist in the workforce, effective • Baby Boomers: Born in 1946-1964; currently 56 to management can be challenging. You can lead these different 74 years old generations more successfully when you better understand the • Generation X: Born in 1965-1980; currently 40 to defining traits and work preferences of each cohort. 55 years old GENERATIONAL COHORTS • Millennials: Born in 1981-1994; currently 26 to Generational cohorts are rough groupings of people by their 39 years old year of birth. Growing up at the same time, each group was • Generation Z: Born in 1995-2012; currently 8 to shaped by cultural and world events that affected their values 25 years old and opinions—creating common characteristics. Keep in mind the characteristics of each generation are a bit of a generalization. After all, you and your friend born in the same year may have completely different perspectives. 6 NUTRITION & FOODSERVICE EDGE | January-February 2020 [email protected] However, research on traits Generation X • Defining events in their Chrissy Carroll, MPH, and behaviors shows there • Shaped by changing family lives included widespread RD is a registered are defined shifts in averages dynamics—increased Internet availability and the dietitian, freelance writer, and brand between these different divorce rates among their development of platforms generations. like Facebook. They’re consultant based in parents. central Massachusetts. adept at social media. In other words, don’t assume • Coined as the original being part of a generation “latch-key kids,” they were • Well educated, tech-savvy, governs how an individual frequently left alone after and appreciate diversity. will act. Rather, use the school as their parent(s) • Combination of student generalizations as a starting worked. As such, they’re loan debt and 2008 point for understanding generally known to be recession led to financial possible differences in work incredibly self-reliant. instability for some preferences. Embrace • More skeptical than other Millennials. Many are that knowledge to develop generations, thanks in part taking on additional jobs or empathy and become a better to the increasing divorce “side hustles.” communicator. rates and several corporate Generation Z Let’s look at key characteristics scandals. • Defining events in their of each cohort. • Involved in development of lives included the first black initial computer technology Baby Boomers president, instant access (i.e. Microsoft). to phones/WiFi, and the • Grew up in an improved • Since many of their parents explosion of social media. post-World War II economy; “lived to work,” Gen X more affluent than previous • Appreciate diversity in many took a contrary motto of generations. forms – racial, ethnic, and “working to live.” In other sexual orientation. • Shaped by cultural events words, work is an important • Accustomed to like civil rights movements, part of their life —but instantaneous digital Woodstock, and feminism because it is a means to communication. May still – many felt invested and afford the other parts like struggle with good in- involved in causes. family time, hobbies, or person communication. • Optimistic outlook about vacations. life and work. • Researchers anticipate Millennials they’ll be more financially • Biggest consumers of conservative; may be more traditional media (like • Often had somewhat pragmatic about focusing books and newspapers), but doting parents. Grew up on secure careers. However, becoming increasingly adept in a time where there was many don’t believe in at technology. increased focus on making all individuals feel special the “American Dream” • Most likely to believe hard and accepted. As such, older anymore, so a subset may go work, long hours, and generations may criticize towards careers that aren’t seniority are necessary Millennials as being entitled prosperous but fulfill a to achieve movement or over-confident. passion. in an organization. As such, younger generations Continued on page 9 sometimes criticize Boomers for an outdated career perspective. NUTRITION & FOODSERVICE EDGE | January-February 2020 7 Tips for Managing Across Generations BABY BOOMERS MILLENNIALS Interact in-person. Boomers are generally more Ask for their input and advice. Millennials in particular comfortable with face-to-face interactions compared to value sharing their thoughts, so asking them for input digital interactions. Consider this when it comes to the can make their day and can provide you with an interview process, performance evaluations, or addressing unexpected perspective. a concern. Make them feel special. Think of low-cost, low-time Recognize hard work to retain. While younger ways that can make your Millennial employees feel generations are more likely to rotate through many jobs special. Examples could include regular praise for a job in their lifetime, Boomers value job security. Recognizing well done or a hand-written card on their one-year work their hard work and leveraging their skills can make them anniversary. feel appreciated and happy with their current role, leading Recognize financial instability. Many Millennials are to long-term retention. dealing with shaky finances due to high student loan Explore group learning—like in-services or team-building debt. Is there a way your company can help with activities. Boomers can thrive in a group setting and it this, leading to better retention? This might include allows them to help younger generations. competitive pay or raises after a certain time frame. Think about retirement—a major concern for many Use their skills. Gen Z may be the most digitally Boomers. While you may not control your company’s connected, but Millennials have been in the workforce retirement benefits, you can periodically ask HR to review longer. They may better understand your specific those benefits with employees—or ask to bring in a organizational technology, like POS systems or EMRs. representative from the plan for sit-down meetings. Ask them about ways they might improve business Consider corporate wellness. Many in this generation systems, or work with them to facilitate technology are managing a chronic health condition, like high blood training for new employees. pressure or diabetes. If your company can include Address stress. This is a major concern among many corporate wellness programs, it may keep your Boomers Millennials. Perhaps your company can offer corporate healthier longer—leading to better retention. wellness programming that targets stress relief, or simply send regular reminders about your organization’s EAP GENERATION X (employee assistance program). Be transparent—as much as makes sense for your company. Gen X is characterized by being skeptical yet GENERATION Z adaptable. If you’re trying to shield Gen X employees Embrace the digital world. To attract Gen Z employees, from problems, it might help to loop them in (when create strong online branding with the ability to apply appropriate). Not only will this help them trust you for positions online. Similarly, consider offering online as a manager, but it may give you some new ideas for training (for example, in allergy awareness) rather than solutions. only in-person sessions. Promote work-life balance. Often home by themselves Get tech advice. Allow Gen Z employees to offer input as kids, Gen X employees may not want to miss out on about process improvements. This is the most tech- too much time from their own kids’ lives. Do you offer savvy generation to date, so they may have creative staggered shifts? “Mother’s hours”? Part-time positions? solutions that other generations might not have All of these may help encourage acquisition and retention. considered. Add (low-cost) value. Gen X embraces the “work to live” Teach rather than tell. Try approaching Gen Z in a motto. Can your company offer any low-cost benefits style of mentorship and coaching, rather than top- that support this? For example, consider partnering with down management. They appreciate collaborative a gym that provides a discount for employees, or a farm relationships that help them grow and learn in their that offers CSA delivery to your site. Both would cost position. your company nothing but offer work-life value to the Think about retention. Gen Z employees are young and employee. have a full career ahead of them. Are there ways your Avoid micromanaging. This generation typically organization can help support them (and thus retain appreciates more autonomy. If you have a tendency to them longer)? For example, is there a formal training you hover, consider taking a step back and observing how Gen could offer to help some of your foodservice employees X performs with a little more freedom. pursue their CDM, CFPP credential? Help with in-person communication. Have empathy that in-person communication may be a struggle for some who rely predominantly on digital communication. Gently help them with these skills. 8 NUTRITION & FOODSERVICE EDGE | January-February 2020 Continued from page 7 MANAGING A MULTI- GENERATIONAL WORKFORCE
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