At LBM Journal, we often hear that attracting members of younger generations is only part of the challenge. Once they’ve joined the company, how do you help them fit in with the rest of the team? It’s no secret that different generations have different working styles, so what’s the best way to mesh those together?
Nearly 100 readers responded to our Real Issues survey email (let us know at operations@lbmjournal.com if you’d like to be on the list). The question:
Our business challenge is bridging the gap between the Baby Boomers and Gen Zs. The Baby Boomers are nearing retirement age with many years of experience and knowledge, but are stuck in their way of doing things. The Gen Zs are more in tune with new technology that can be more efficient, but believe that they already have all the answers. If we could combine the existing knowledge with the potential for growth, we’d really have something. Appreciate any advice from companies who are making this happen.
Responses from lumberyards, full-line building material dealers, and specialty dealers/distributors:
“Through my experience, both generations—Baby Boomer and Gen Z—think they have all the answers, and I feel your frustration. My recommendation is to find a commonality that they both share and build on that to develop their work relationship.”
“1. Separate meetings to discuss the positives of each generation and the potential synergy that exists by working together. 2. Team building exercises pairing up the two generations to demonstrate potential synergy.”
“Mentors.”
“It is taking a lot of conversations with both groups. Asking the Baby Boomers for patience and trying to get them to understand most of the Gen Zs know very little about the work ethic they have which to them comes naturally from the generation that trained them. Just because it’s been done that way for the last 40 years doesn’t mean there’s not a better way; be open to their suggestions. Have just as many conversations with the Gen Zs that constructive criticism, and direction from the Boomers is not a ‘personal attack’ on them; be trainable and willing to learn. That on-the-job experience carries more value than YouTube or Snapchat. Mostly just taking time to listen.”
“Need to convince people to share their knowledge. Just because you train others doesn’t mean that they will take your job.”
“It’s definitely a challenge. We work well here, but this is definitely how it feels, and I don’t really know if there’s an answer. I guess the more inspirational that Boomers are, the more the Gen Z looks up to them.”
“In my experience, the Gen Zers are now in charge, which Boomers are OK with. The problem is the Gen Zers don’t want to listen to, or even include in, any discussions with Boomers or Gen-Xers.”
“Encourage collaboration, and a team-oriented culture. Baby Boomers have the industry knowledge, but need help with technology. Gen Z is vice versa. Staff will realize they can lean on one another to help make their jobs easier and can serve the customer better, whether purchasing, selling, dispatch, etc.”
“All parties need to work together. If the Baby Boomer is not willing to share his/her expertise, they won’t do it. If the Gen Zer isn’t willing to listen and learn, they won’t do it. Management at the highest level possible needs to have a sit down with all involved and explain how working together benefits everyone. Both eras have a lot to offer each other but if respect is lacking from either side then the company and everyone attached will suffer in the long run.”
“Ask questions.”
“Look for opportunities to teach/coach. Let them look for opportunities to use their skills.”
“First and foremost, communication is most important no matter the generation. With that being said, when it comes to training someone new coming into the company, management must realize the strengths both generations offer and develop a stronger team by talking to both the seasoned employee and the newbie coming in separately about the value they can add and then bring them together. Reiterate those benefits they both have and how much can be learned by each and keeping an open mind will help them individually as well as the company. People like to know they are valued and this is a good way to start a great working relationship.”
“Be deliberate. Create more formal situations for generational mixing with the desired outcomes clearly spelled out.”
“Choose the situations where successes or failures would have little repercussions and allow out-of-the-box Gen Z to solve, to see if you or they learn lessons for solving future issues. If time issues are a concern, or great repercussions are involved, use the tried-and-true Boomer solutions.”
“Communicate with patience, calmness, and give and take.”
“It’s hard to get the two on the same page. It takes a lot of coaching and a willing mind in order for it to work.”
“Mentorship programs can help build trust and confidence. If you identify someone who is willing to educate, hold on tight to that employee while they impart knowledge to the next generation.”
“When you say the words, ‘more in tune with technology,’ I would restate that to mean they know how to use the latest tools to access information quickly—it’s accurate. However, they are still behind the Baby Boomers in adding the ‘insight’ to the information that is required to make good decisions. Good information is important and relatively easy to acquire using the current tools available, but ‘insight’ requires thinking and analyzing and this skill is largely missing in Gen Z.”
“Need to adapt to customer’s needs, old and new.”
“Positive accountability. Break down the benefits and offer hands-on guidance to trying the new way to see how it layers in benefits. Have a ‘same as we always did, just electronic now’ feel to the guidance.”
“Showing employees how we can cut/paste and export what would otherwise give you writer’s cramp often has helped me personally.”
“We all use tools and are in an industry that promotes them and their use.
New techniques are just a fresh tool to be embraced.”
“Having a way to meet both groups in the middle with both tech-related options, and hands-on/physical options (e.g. inventories being available on paper, or on computer) seems to be helping bridge that gap at our business. This has come from several years of refining the way we are able to input/disperse information and data to our employees, and seems to be turning the tide somewhat.”
“All you can do is show them and hope they understand and keep an open mind.”
“We have customers who do all their communication over the computer, text and occasional call. We have some who still bring a handwritten list and occasionally a small list written on a 2×4.”
“If allowing Gen Z to do its thing, Boomers can and often do walk away because the change is more then they want to deal with.”
Responses from wholesale distributors, manufacturers, and service providers:
“The disconnect will continue until all Baby Boomers are gone and the Gen Zs have full control, then what difference will it make? Good luck with all your technology, Gen Z, you still need to have personal communication skills
to succeed!”
“Have the older generation share their experience while adopting technology in a collaborative way.”
“Don’t forget about the generations between Boomers and Gen Z. Gen X and Millennials lived through the digital revolution. The folks in this sandwich generation can act as a mediator between folks on the tail end of their careers and younger people entering the work force for the first time.”
“Bring in the customers and sit them down with both age groups and have a business discussion. They’re the ones who need to be satisfied by both groups. Listen to the choir!”
“It’s adapt to the new generation or get out of the way.”
“I would recommend the mentoring, development, and training days along with events for the company to interact with each other over the period of time. Do something weekly that allows everyone to be vulnerable and transparent. Games or fun, like a Family Feud team game, etc.”
“Baby Boomers need to be open to technology, and many of them are.”
“Get them talking and sharing. Communication is key for all age groups.”
“Hire Gen X, they are the bridge between Boomers and Gen Z (or Millennials). They grew up with the changes that are happening, and understand both analog and digital. Most Xers are willing to share knowledge up the river or down the river.”
“If you figure it out, let the rest of us know.”
“It seems the older people resent the fact that they can’t slow down, and the younger people don’t like the idea of working longer hours to get ahead. There is clearly a disconnect of expectations.”
“The Gen Z need to know that while technology is great, experience is a great teacher and can provide some of the missing information needed for a collaborative and workable solution.”
“We have the same problems, but sadly no solution.”
“The experienced employees need to take the time to mentor the inexperienced younger people.”
“We all have to be open to the changes around us from retirement to the new generation that will be replacing us. We can’t control change and if we can learn to work easier, then we can last longer if we want to.”
“I feel it is important the Baby Boomers need to teach and listen to Gen Z in order for establishments to exist.”
How well do people of different generations work together at your company?
Comments from dealers:
“It’s always the battle of kids don’t know anything.”
“We are mostly older and are trying to usher in a new generation.”
“Many younger employees at times seem to get frustrated teaching older employees tech-related methods, and many older employees seem at times as though they don’t want to take the time to learn how to use certain technologies. This, in our opinion, leads to a lot of generational disconnect with how businesses seem to be moving forward.”
“Every generation thinks the ones behind them are lazy.”
“Work ethic or lack thereof.”
“It is hard to keep the younger generation actively engaged in their work. The competition is their phone.”
“It is challenging to accept the younger generation’s work ethic.”
“Patience, patience, patience. Do not lose your cool. Communication is key.”
“Some days it’s the ‘great’ choice, some days the ‘poor’ choice, so overall I’d say ‘okay.’”
“Use their skills. They will feel productive and will free your time.”
“You just have to learn patience and take the time to learn their thought process. It will help make things go smoother.”
Comments from vendors:
“It takes two to make a thing go right. Both the younger generation and the potential mentors need to be willing participants.”
“We have performed a SWOT analysis— Strengths, Weaknesses, Opportunities, and Threats—and survey of our employees to facilitate the upgrade of systems and integration of the team.”
“Train in a positive manner vs. demeaning. Bring them up, don’t tear them down. It makes a lot of difference in training.”
“Everyone needs to be open to what the different groups bring to the table. Boomers need to be patient and be willing to teach the younger generation about the business, and we can learn the tech stuff from Gen Z to make our job easier. Also, delegate jobs to the younger generation that keeps them interested and learning.”
“Each provides the other with missing information to help make informative decisions.”
