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The generation gap today between Gen X, Gen Y, Millennial and Gen Z is visible in family values, politics, and nothing more glaring than technology. This gap is so palpable you can almost eat it.
If you are wondering a way to improve your business while retaining and engaging the Millennials and Gen Z here are 5 things you can do:
1. Provide Timely Feedback and Communication
Over the next decade the baton will be passed to Millennials and Gen Z who are willing to take up the responsibility, but Gen X and Gen Y may feel they are not ready or willing. This is not the case. A major way to close the gap is through timely feedback and communication.
I would suggest a feedback like this:
Monthly 1:1
Focus on the employee in the conversation and spend time each month to check in and to discuss:
Career trajectory
Joy in the work
Personal situation
What do they want?
What do you need?
What do they think can be improved?
Bonus/Reward conversation (Quarterly or monthly for this item at a minimum)
During the conversation assess if they are:
Feeling valued?
Feeling respected?
Trusting you?
Weekly
Quick check-in on:
How are they doing?
Share how you are doing
Needed help or support
Give specific recognition
During this conversation assess for the same things you would be doing during the monthly 1:1
Daily
If you work in the environment where you can communicate daily do it. Each day attempt to:
Check in at the start of the day
How are they?
Share how you are doing
What is the plan for the day?
What is the expected outcome?
Focus on building a connection
All of these can be as formal or informal as you wish. I would suggest the monthly be planned and this is a must. The weekly conversation at least should be blocked out time each week for this conversation and if it missed occasionally, it’s not the end of the world. Though I would recommend recognizing that it was missed the next time you are able to check-in. This goes a long way to build the sincerity of your actions and the value of their time.
2. Be Real and Set Clear Expectations of Them
Do not try and “sugar coat”, lie, or hide things. This also does not mean to be a jerk. Let them know the truth regarding the company status, their status and how things are really going. With technology and so much information easily available it’s easy to see when you are not being sincere or placating. This may cause Millennials and Gen Z to lose trust or faith in you or the company.
This is dangerous and why many Millennials and Gen Z view politics in a skeptical light and feel they cannot be trusted. Be sincere, vulnerable, and honest. This will go further with them and builds trust and goodwill.
3. Work and Life Balance
The days of dying for your company are coming to an end. Millennials and Gen Z want to have a life outside of work. This does not mean they want to work 9-5 everyday but if your organization is demanding 70+ hour work weeks then you will burn them out and you will have high turnover.
Secondly, how can your organization support their personal endeavors through benefits in things that match their lifestyles? From gym membership discounts, volunteering opportunities, cell phone carrier discounts, education assistance, hobbies and blocking out free time at work to pursue their own ideas.
An organization that provides space for work life balance, creativity, supporting employees passion at work and outside work will drive engagement.
4. Gamify Work Training and Development and Pay Compensation
If your training and onboarding program is a giant textbook or videos that could be dated to the late ‘80s or ‘90s then you have a problem. Have fun with your training and development. Gamify it!
Skill improvement or metric met = Leveling up (compensation)
For example, in restaurants you could do something like this. Take each of your positions in the restaurant and assign levels 1-3. Each level equates to a point. Each time they learn a skill or achieve a new level they get a raise of $0.50.
This will promote learning, build a culture of development, demonstrate your organization’s value for hard work while clearly defining a hierarchy based on merit and not preferential treatment.
5. Do What You Say
This could be an extension of number 2, but this is weighted very heavily by these generations. With a generation entertained by YouTube, Instagram, Facebook, and many other social media seeing is believing. There are two missteps leaders make that hurt them in the eyes of these two generations.
Seeing is believing
Misstep 1:
First scenario I have seen happen too many times even though intentions may have been good. A company’s leadership gets excited about an idea. Then roles out the initiative or program with much fanfare. Then there is no follow through and authenticity on messaging resulting in the initiative falling flat. These generations will discount the next time you try this.
Misstep 2
Second scenario is when leadership speaks to soon. They speak to employees with a half-baked idea or announce a program without all the details, Millennials and Gen Z with all their technology, will pick apart the program before it officially roles out.
Do not do either of these things. If your organization says, “New bonus program will start next quarter” then the next quarter nothing roles out. You just lost a large amount of goodwill and if this keeps happening you will be met with a mob mentality against change.
If you are wondering why your losing Millennials and Gen Z and you honestly can say you are doing the above items, let’s chat. If you are not, I challenge you to give it a try! You will be surprised how it will change your relationship with them and organization as a whole.
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