Bridging the Generation Gap

Can experience, know-how, technology, and an emotionally-driven workforce build great things together?

Absolutely.

By / Jessica Kirby

The question on everyone’s mind in the age of digital technology, where even the construction industry is feeling pressure to adapt, is how do we bridge the gap between the experienced generation and new comers to the industry? What can we say, do, and implement to ensure traditional knowledge finds a new home among the next generation, and that contemporary workplaces don’t squash innovation in the name of “the way things were”? The answer is complex.

Mark Breslin is an author, speaker, and CEO specializing in workplace success across all levels of business. Having spoken to more than 400,000 people over his career, he has seen his share of workplace disconnect, including that between generations.

He points out key benefits young people bring to the construction trades. “They have the ability to quickly adapt to the new technology,” Breslin says. “They offer low ego and high emotional intelligence, and they are innovators. They aren’t intuitively ̔back in the day’ thinkers.”

But what about the ̔back in the day’ thinkers and the value they bring to the workplace? In an article for Construction Business Owner, author John Roshala says the longest-serving employees are baby boomers who “display specialized skill sets and dedication to management and professionalism.” They may also be slower to adapt to new technology, which brings us to an important point: how do we make the best of all that these generations bring to the trade? There are a few ways.

Create harmonious teams or mentoring relationships, which means matching a variety of skills to create a completely functional working entity. Leaders should be creating teams that include a cross-section of generational knowledge and technique. Ignore age and focus on experience to avoid overt stereotypes. Make sure members of the more experienced workforce can bring knowledge to those just starting out, and set up opportunities for new recruits to share their passion for creativity and innovation. When people with various perspectives and approaches see they can work together and complement one another’s strengths, great things can happen.

Keep everyone connected and engaged. There is a gross overgeneralization that millennials need 24/7 coaching and positive feedback, but the reality is many people of all ages and experience levels appreciate guidance, feedback, and general acknowledgement. It is a leader’s job to determine who needs a text every time a task is finished and who needs a few words every two weeks, but regardless of these differences making feedback part of the workplace culture evens the playing field and ensures no one is singled out for enjoying it.

Foster innovation in your teams. Like it or not, technology is here to stay. Bridge the gap among employees with varying feelings about this inevitability by tasking them with researching—together—the best software for the job. There is no denying ownership promotes pride, and finding a cross- generational team to recommend a way forward for the team will also foster adoption and buy-in.

Recruiting young people will take some of the innovation company owners would like to see in their employees. Watch for soft skills, attitude, and behavior. There is very little by way of practical skills that a student or apprentice can not learn, but what about work ethic? Responsibility? Accountability? Assuming these are characteristics an employer is seeking in his or her employees, these are the characteristics that should be highlighted when hiring. Focusing less on what new hires can do and more on who they are can help eliminate some of the intergenerational stresses that arise.

Breslin says a company’s online presence matters in recruitment like it never has before. “Tell your story effectively or suffer,” he says. “Attempt to become a Best Workplace winner, and have existing young people in the company participate in recruitment efforts.”

Inc.com, for instance, collects feedback on workplace satisfaction and lists winners in its annual Best Workplaces survey. The information forms a searchable database of workplaces ranked high by their employees, and the website encourages browsers to use it to find the qualities in a workplace they are most proud of.

“In a tight labor market, these businesses are out to nab top- performing employees by making life on the job ever more rewarding,” says Inc.com. “You can search this year’s list by state, industry, company size, and benefits—including generous parental leave, onsite medical and fitness, pet- friendly policies, tuition reimbursement, and more.”

Would your company make the list? Being introspective and honest with what you discover takes courage, but it is an investment in yourself and your business that you can’t afford to avoid. Trade contractors who make the list and succeed at recruitment follow some key points. They are forward- thinking, open to new ideas, and still true to their founding values of quality, craftsmanship, and value.

Breslin adds that contractors also need to invest in their workforce, young or old. “Have a career path plan for new people,” he says. “It is important to interview and evaluate candidates effectively, and to have a serious training budget.”

It is time to stop buying into stereotypes and start seeing individuals for the value they bring to the workplace. When we choose to meet on common ground and see both strengths and weaknesses as opportunities for growth, we will begin to close the gap and move into a brighter collective future for all. ■

BRIDGING THE GAP: KEY MESSAGES THAT APPEAL TO WORKERS ACROSS THE AGES

• Promote job security, including living wage, pension, and benefits.

• Integrate technology thoughtfully—adoption for the sake of it is worse than not using technology at all. Think about ease of use, learning curve, and its effectiveness at eliminating mundane tasks.

• Use real life stories to sell recruitment.

• Use social media. Even certain platforms are moving into realms of “current” and “for old people” so a broad social media strategy should reach everyone.

• Reward hard work of all kinds—physical accomplishment, creativity in the work place, problem- solving, or meeting a company or personal goal all deserve recognition, not necessarily for the task itself but for the determination and drive it took to get there.