July 28

Episode 85: Tips for Managing a Multigenerational Workforce with Rhonda Beard

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Rhonda’s experience aligns fully with the Bench Builder’s mantra to help businesses of all sizes grow their bottom line.

Rhonda Beard’s Biography

Rhonda has helped companies just like yours build stronger teams, improve their leadership, plan for succession, improve employee relations, and develop policies ensuring HR compliance. She is equipped to help companies through a wide range of challenges, including acquisitions, divestitures, rebranding, and reorganization.

In This Episode, You’ll Learn…

  • Brief description of the 5 different generations.

    • Traditionalist /Silent Generation 1925 – 1945
    • Baby Boomers 1946 – 1964
    • Generation X 1965 – 1980
    • Generation Y – Millennials 1981 – 2000
    • Generation Z 2001 – 2020
  • Most important value for all 5 generations = MEANINGFUL WORK

  • What are Millennials/Generation Z’s looking for in a Company?

  • Why is Onboarding so important?

Quotables

  • “They’re digital 24/7, they’re connected constantly. And they also have that instantaneous information available to them and so they expect that instantaneous response and can be impatient when it comes to potential delays in getting information.” Rhonda Beard

  • “There’s some misnomers about people, younger people maybe not wanting to work or not wanting to put forth an effort, but they will. They have to have the right framework and the right opportunities and be shown how what they’re doing adds value and be included.” Rhonda Beard

Links & Resources Mentioned…

Read The Transcript

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(mellow hopeful music)

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- Welcome back to the Get
Unstuck and On Target podcast.

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I'm Mike O'Neil with Bench Builders

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and we help growing companies,
especially manufacturers

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improve their people,
process and planning systems

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so they can scale smarter and faster.

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Joining me again is my
colleague Rhonda Beard.

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Welcome back, Rhonda.

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- Thank you, Mike.

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Good to see you again.

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- Because I introduced
you as my colleague,

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what if you would take a moment,

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just introduce yourself, a
little bit about your background

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and how you and I ended
up being colleagues.

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- Sure.

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Well, Mike and I worked together

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at Mohawk years ago and stayed in contact

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over the many years that we
went separate paths for a while.

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And then reconnected about three years ago

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and I was thrilled to be
able to join Bench Builders

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at that time.

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Prior to that I've had 20 plus years.

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We'll just say 20 plus years
of human resources experience

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in all areas of HR and in many industries

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including banking, transportation,

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logistics, and manufacturing.

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So I really wanted to
make a change in my career

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to enable me to do more training,

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which is what I love
doing best and to help

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smaller businesses with
some of their HR needs.

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And so that's what we've
primarily been focused on

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and that's what I've enjoyed
doing the last few years.

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- We have unique opportunity

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to do something that we probably

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haven't done much on this podcast

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and that is kinda highlight
one way and we help clients.

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And one of the things that we've
seen is employers wrestling

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with this notion of managing
multiple generations.

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As a starting point, Rhonda,
there are multiple generations

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in the workplace.

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How many are potentially active right now?

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- Well, right now, five
different generations.

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And the first time to my knowledge

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that we have had really five distinct

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identified generations
all working together.

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And those, if you'd like I'll just do

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a brief description of what they are.

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- Please.
- So the silent generation

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is kind of dying out.

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I shouldn't probably use that word,

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but our more mature generation

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and it's only 2% of our
workforce right now,

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but we do have people in our workforce

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over 70 years old still working

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and they have some unique characteristics.

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They grew up in the Depression with war,

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they're definitely
loyal, committed workers.

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They view work as a privilege and a duty

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and they have the commitment and loyalty

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throughout their lives,
family and work alike.

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But it is a small part of the workforce.

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Baby boomers are those people that

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are about 55 to 70, 72
years old right now.

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And they grew up, you know,
with postwar prosperity.

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So they had parents living
through the depression

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but they lived in a much
different environment.

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They are what we typically
would know as workaholics.

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Work a lot, want to earn
a lot, want to have a lot

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and they want to be given
purpose and power in their jobs.

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They wanna be valued for their experience

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and knowledge that they bring to the job.

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And then we have generation X,

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which are about 40 to
55 years old right now.

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And a couple of the key
things that we started seeing

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with people in this generation
during their careers

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are layoffs, cutbacks, businesses started

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becoming more competitive.

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And so that loyalty factors
starting to disappear

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as people see companies
are not loyal to them

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as much as they had expected in the past.

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And so their loyalty factor
definitely has dropped as well.

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We start to see more
divorces, more single parents,

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more working mothers, and
they want to be trusted

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but they also have a difficult
time trusting companies

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because of a lot of changes and cutbacks

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they may have been through.

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And then we have millennials,
which are about 24

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to 40 years old right now.

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And this is the group
that started growing up

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with very heavy technology,
lots of technology,

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but they've also experienced
terrorism in their young years.

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So I mean, all of the generations
have experienced that,

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but they grew up with
terrorism and grew up

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with a different community
and different society really

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than some of the other generations did.

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There, with millennials we're starting

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to see people who wanna be
more involved in the workplace,

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they want to be included in decisions,

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they want to be included in discussions,

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they wanna be empowered and know that

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what they're doing makes a difference.

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And then we have generation Z,

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which are really those just
now entering the workforce.

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Out of high school, out of college,

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starting their first jobs.

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And a lot of gen Z got outta college

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during COVID, you couldn't find a job.

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A lot of gen Z, you know,
experienced this pandemic

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as they're just trying to
get into the workforce.

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So they don't have a whole lot to base

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their history on prior to COVID

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because they might have just been entering

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the workforce during that time.

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So we're seeing a lot more remote workers,

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a lot more workers expecting flexibility

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because of the experience to that.

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They're digital 24/7,
they're connected constantly.

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And they also have that
instantaneous information

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available to them and so they expect

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that instantaneous response
and can be impatient

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when it comes to potential
delays in getting information.

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But they're very enthusiastic.

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They will work.

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There's some misnomers about people,

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younger people maybe not
wanting to work or not wanting

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to put forth an effort, but they will.

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They have to have the right framework

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and the right opportunities
and be shown how

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what they're doing adds
value and be included.

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So there's tons of information on

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all the generations though
but that's just kind of

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a quick overview of the
differences between 'em.

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- So if you're listening,
you're saying, oh my gosh,

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I can't keep of all this traditionalists,

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baby boomers, generation X,
generation Y, generation Z,

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they all can kind of run together.

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And what Rhonda and I kind of said

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we might wanna do is focus
our conversation today

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on where we get most of our
questions from our clients.

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We're in a training setting,
we're working with leaders

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and the kinds of questions
that keep coming up

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more often not when it comes to managing

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multiple generations are
leaders who are managing folks

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who could be best described
as millennials or gen Z.

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And what we have to be mindful of

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is that the natural
tendency is to think, well,

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this is an older manager
who is managing someone

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from a younger generation.

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And that oftentimes is the case,

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but it also can work the other way around.

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And we have to be mindful of.

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And so one of the things
we're gonna try to do

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in this conversation is
not necessarily put people

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in a bucket just based
on when they were born.

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But we know that when
people experience things

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that's so much similar, they
tend to have some similarities,

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but they also have some differences.

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And all too often, we
put all of our emphasis

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on those differences.

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So what I hope in our conversation

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is that we would point
out there are differences

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but there are commonalities.

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Because we're gonna focus
primarily on millennials

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and gen Zs, it kind of begs the question,

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irrespective of what
generation you come from,

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everybody wants meaningful
work, do they not?

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- Absolutely.

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Of course.

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- I ask that question in part,

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because this idea of
engagement, employee engagement,

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what does that mean to you
when you hear that term?

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- Well, to me engagement is
feeling like you're included,

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like you're a part of something bigger.

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So it's not so much you're
going into the workplace

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and just being shown your
job and told to do your job.

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People wanna be included
and they're gonna be engaged

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if they feel like they have
a part of something bigger.

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So, you know, engagement is employees

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who feel like they're included
and also take the initiative

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to step up because of that.

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So they have more than
just doing their job

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and getting a paycheck
in their best interest

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and they wanna be valued,
they wanna be, you know,

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part of the organization's
big picture, their vision,

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their mission and engagement
means going that extra step.

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They're willing to go that extra step

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because they're in an environment

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where they feel like they're cared for,

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they're important, they're listened to.

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And if they have all those things

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then they are gonna be engaged
and they are gonna step up

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and take initiative and
take that extra step

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and hopefully stay.

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You know, that's, I know
we probably won't spend

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much time talking about
the great resignation

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or reshuffling or whatever
you wanna call it right now,

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but that's definitely
factoring into how people

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are leading their people today.

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So a lot of what we wanna
focus on encourage people

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is the things that you
need to do to effectively

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lead people based on their expectations

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so that you can retain
them because it's such

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a challenge today.

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- So why don't we do just that Rhonda?

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And in terms of, let's
just kind of walk through

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kind of how someone comes
into an organization.

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They've been recruited,
they're about to start

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and we have opportunity to hire 'em,

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orient them and onboarding.

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How important is onboarding
for millennials and gen Zs?

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- Well, it's extremely important.

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And onboarding actually starts

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before their first day at work.

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So once someone accepts an offer,

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you really need to stay in touch with them

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through that entire process
until they start that first day.

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Because again, they wanna
know that somebody cares

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about them, they wanna know
that they're important,

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not just that they have a job.

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And so the best time
to do that is early on.

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And even before they start work.

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So just check ins, even if
it's just an email saying,

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you know, we can't wait to have you start,

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here's what time we'll be starting,

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here's what you can expect your first day,

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here's who you'll see when you get here.

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So outline expectations for 'em

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so they're not walking in the door blind.

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And then when they do walk in
the door, be ready for 'em.

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You know, there's nothing worse
than walking in and saying,

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hi, I'm here to start my first day of work

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and nobody's expecting you
or the receptionist tries

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to call somebody, they're not available,

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they try to call somebody
else, nobody's in HR.

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So you need to make an extra effort

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to make sure they're
avail, they're welcome

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and that you're ready for 'em.

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And some of that might mean, you know,

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getting a computer set up,
having their office set up,

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making sure you have a
training plan for them.

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So have a plan and be
ready for the individual

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and show them how important
it is that they're there.

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So, you know, candidates have to make

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a good first impression
during an interview.

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So do companies now.

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And then you have to continue
making that good impression

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when that employee comes
on board so that they see

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that this is the place they wanna work

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and they see that they're
gonna have a sense of belonging

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and they're gonna have relationships

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at work and it's not just a job to them.

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So onboarding starts before the first day

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and it doesn't stop after your first day.

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You know, many people and I work

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with a lot of managers
and explain that, yes,

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HR takes care of most of
the onboarding activities

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the first day but beyond that onboarding

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continues in the department
and the employees

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and leaders are all part
of that onboarding process

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for weeks after their first day.

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Because that employee is gauging
whether this is the place

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that they're gonna wanna continue to work

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because they have options
now and they have choices.

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So we want them to choose
to be where they're at

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and every day you have to work at that.

00:12:45.717 --> 00:12:48.900
- You know, what you just described,

00:12:48.900 --> 00:12:51.090
the importance of onboarding that really

00:12:51.090 --> 00:12:53.640
is true of all employees regardless

00:12:53.640 --> 00:12:55.230
of what generation.
- Of course, yeah.

00:12:55.230 --> 00:12:57.390
- But we're, since
we're focusing primarily

00:12:57.390 --> 00:12:59.714
on millennials and gen Zs, we know that

00:12:59.714 --> 00:13:04.167
they're more accustomed
to regular feedback

00:13:04.167 --> 00:13:07.890
and you're just stressing the importance.

00:13:07.890 --> 00:13:09.690
Onboarding's not that
first day of the job.

00:13:09.690 --> 00:13:11.220
It even precedes that.

00:13:11.220 --> 00:13:12.900
You're beginning to kind of prepare them

00:13:12.900 --> 00:13:15.029
for what's gonna be their experience.

00:13:15.029 --> 00:13:17.523
I don't know if we wanna do
a comparison in contrast,

00:13:17.523 --> 00:13:19.761
but let's kind of go through aspects.

00:13:19.761 --> 00:13:23.602
We've got leaders listening
in on this podcast.

00:13:23.602 --> 00:13:27.953
How do millennials prefer to be led?

00:13:27.953 --> 00:13:32.112
- Well, they want to be coached

00:13:32.112 --> 00:13:34.643
and they want to be given opportunities.

00:13:34.643 --> 00:13:37.770
They don't, obviously not
many people like to be

00:13:37.770 --> 00:13:39.893
micromanaged but some
people do wanna be told

00:13:39.893 --> 00:13:42.338
what to do and they'll
do what you tell them to,

00:13:42.338 --> 00:13:46.530
but they want to be given
some latitude to do their job.

00:13:46.530 --> 00:13:49.349
And they also wanna have some flexibility

00:13:49.349 --> 00:13:51.587
and independence in doing their job.

00:13:51.587 --> 00:13:54.960
So when you're leading
millennials or gen Z,

00:13:54.960 --> 00:13:56.730
you need to think about how to structure

00:13:56.730 --> 00:13:59.130
the job in a way that they have everything

00:13:59.130 --> 00:14:01.511
they need to do the job
and then let 'em do it.

00:14:01.511 --> 00:14:06.511
And you also need to allow them to fail

00:14:06.550 --> 00:14:08.880
and let 'em know that failing is okay

00:14:08.880 --> 00:14:11.268
as long as they learn from
it and can make improvements

00:14:11.268 --> 00:14:15.140
and you know, do things differently.

00:14:15.140 --> 00:14:16.704
when they do make mistakes.

00:14:16.704 --> 00:14:18.963
But letting 'em know that failing is okay

00:14:18.963 --> 00:14:22.069
and helping them to learn
from their mistakes,

00:14:22.069 --> 00:14:25.558
giving them kind of bite
size pieces of advice

00:14:25.558 --> 00:14:30.558
and coaching and direction,
not, you know, sitting down

00:14:30.720 --> 00:14:34.836
and going through hours of
manuals or descriptions.

00:14:34.836 --> 00:14:37.846
Millennials and gen Z are used
to finding things themselves.

00:14:37.846 --> 00:14:41.400
They're used to going
out and going to YouTube

00:14:41.400 --> 00:14:44.145
or asking Siri or Alexa or anybody online,

00:14:44.145 --> 00:14:46.326
they can find anything.

00:14:46.326 --> 00:14:49.472
And so if the job allows them
to do that kind of research

00:14:49.472 --> 00:14:51.908
themselves and figure
things out themselves,

00:14:51.908 --> 00:14:54.510
that's how they're gonna
operate best rather

00:14:54.510 --> 00:14:57.570
than being told step by
step everything to do.

00:14:57.570 --> 00:15:01.458
So giving 'em some independence,
giving them some latitude

00:15:01.458 --> 00:15:03.717
and if there's the ability to do that,

00:15:03.717 --> 00:15:06.453
let them make some decisions on their own.

00:15:06.453 --> 00:15:09.492
Obviously not on a vacuum,
but be there for them,

00:15:09.492 --> 00:15:12.002
but give them the
independence to do their job.

00:15:12.002 --> 00:15:16.084
And then as far as coaching,
they wanna be coached

00:15:16.084 --> 00:15:20.129
but they really want it bite size pieces.

00:15:20.129 --> 00:15:23.760
So very small increments of coaching

00:15:23.760 --> 00:15:25.695
and not in a way that
you tell 'em what to do,

00:15:25.695 --> 00:15:28.530
but asking 'em their opinion.

00:15:28.530 --> 00:15:30.390
How do you think we should do this?

00:15:30.390 --> 00:15:32.070
What do you think is the best way?

00:15:32.070 --> 00:15:33.427
How would you improve this?

00:15:33.427 --> 00:15:36.165
So asking them questions
and drawing out their ideas

00:15:36.165 --> 00:15:38.880
is how they're gonna
feel like they're valued.

00:15:38.880 --> 00:15:41.301
So that's the best way
to lead and coach people

00:15:41.301 --> 00:15:44.645
so that they have an opportunity
to offer their skills,

00:15:44.645 --> 00:15:48.480
their knowledge, their
expertise, their ideas,

00:15:48.480 --> 00:15:50.010
and that way they're gonna feel included

00:15:50.010 --> 00:15:52.830
and like, what they
have to offer is valued.

00:15:52.830 --> 00:15:53.700
- Gotcha.

00:15:53.700 --> 00:15:56.227
Since we're talking about
millennials and gen Zs

00:15:56.227 --> 00:16:00.330
and we're talking about, you
know, how do they wanna be led,

00:16:00.330 --> 00:16:02.790
how do they wanna be coached, in what ways

00:16:02.790 --> 00:16:06.063
do they prefer to be kind of
developed as professionals?

00:16:08.366 --> 00:16:11.010
- Well, you know, there are things

00:16:11.010 --> 00:16:14.190
outside of just the job that
they're also interested in.

00:16:14.190 --> 00:16:19.110
So in addition to giving
'em all of the information

00:16:19.110 --> 00:16:21.952
they need for their job, they want more,

00:16:21.952 --> 00:16:24.600
they want more outside of that.

00:16:24.600 --> 00:16:27.696
They wanna know that they're
involved in a company

00:16:27.696 --> 00:16:31.424
that values the community,
values society, gives back.

00:16:31.424 --> 00:16:36.240
They're very interested in
diversity and, you know,

00:16:36.240 --> 00:16:38.368
social relationships at work

00:16:38.368 --> 00:16:42.750
and any activities that are fun.

00:16:42.750 --> 00:16:45.710
So, you know, doing things,
not just work related,

00:16:45.710 --> 00:16:48.687
but fun things at work
they're interested in.

00:16:48.687 --> 00:16:51.180
When it comes to training, you know,

00:16:51.180 --> 00:16:53.040
they wanna be involved
in all of those things,

00:16:53.040 --> 00:16:57.570
training and development,
they are best trained

00:16:57.570 --> 00:16:59.805
and developed electronically.

00:16:59.805 --> 00:17:04.703
So any type of electronic online training

00:17:05.740 --> 00:17:08.656
that they can do at their own pace,

00:17:08.656 --> 00:17:12.150
you know, self-guided,
again, small bits and pieces,

00:17:12.150 --> 00:17:15.090
not sitting at a computer for
three or four hours at a time

00:17:15.090 --> 00:17:16.847
because they're used
to moving very quickly.

00:17:16.847 --> 00:17:20.460
So bite sized pieces of training

00:17:20.460 --> 00:17:24.000
that can be self directed
and then, you know,

00:17:24.000 --> 00:17:27.644
possibly following up with
them and asking questions again

00:17:27.644 --> 00:17:30.928
so that you have a dialogue
around what they've learned.

00:17:30.928 --> 00:17:33.780
Classroom setting is good as well

00:17:33.780 --> 00:17:35.835
because they like the
interaction with people.

00:17:35.835 --> 00:17:39.030
So a blended approach really works best.

00:17:39.030 --> 00:17:40.555
They do like the interaction with people

00:17:40.555 --> 00:17:44.190
but they wanna have the
technology available to them.

00:17:44.190 --> 00:17:46.528
So if there's a way to blend that,

00:17:46.528 --> 00:17:49.965
they really operate and respond best

00:17:49.965 --> 00:17:53.759
to having the interaction but
having all of the information

00:17:53.759 --> 00:17:56.527
available electronically.

00:17:56.527 --> 00:18:01.380
- As we've worked with
clients who have millennials

00:18:01.380 --> 00:18:03.906
and gen Zs in training,
these are supervisors,

00:18:03.906 --> 00:18:07.590
these may be managers, that
blended approach to training

00:18:07.590 --> 00:18:12.300
is something that we're finding
is oftentimes sought out.

00:18:12.300 --> 00:18:13.980
They like that social interaction

00:18:13.980 --> 00:18:16.230
that you get when you're
in a classroom setting.

00:18:16.230 --> 00:18:17.430
But they're also, you've mentioned

00:18:17.430 --> 00:18:19.853
the term bite size pieces,
not only in training,

00:18:19.853 --> 00:18:22.320
but also in coaching.

00:18:22.320 --> 00:18:24.360
So that's a good buzz
word for us to remember,

00:18:24.360 --> 00:18:25.677
bite size pieces.

00:18:25.677 --> 00:18:28.672
So we've talked about how
millennials and gen Zs

00:18:28.672 --> 00:18:32.429
prefer to be led and coached
and what opportunities should

00:18:32.429 --> 00:18:35.102
we give them from a
development standpoint,

00:18:35.102 --> 00:18:38.760
but this is the thing that
keeps coming up oftentimes

00:18:38.760 --> 00:18:40.936
and that is recognition.

00:18:40.936 --> 00:18:44.458
How important is recognition
to those generations?

00:18:44.458 --> 00:18:49.458
And if it is, what are the
best forms of recognition?

00:18:49.983 --> 00:18:53.520
- Well, I think, I mean, I think everybody

00:18:53.520 --> 00:18:55.350
knows recognition's
important to everybody.

00:18:55.350 --> 00:18:57.197
There's nobody that doesn't
like to be recognized

00:18:57.197 --> 00:18:59.010
for what they do.

00:18:59.010 --> 00:19:01.182
There are differences with
some of the generations though

00:19:01.182 --> 00:19:03.453
in the best way to recognize people.

00:19:03.453 --> 00:19:05.760
A thank you is always appreciated.

00:19:05.760 --> 00:19:09.000
You know, taking time
for anybody just to say,

00:19:09.000 --> 00:19:11.003
you know, you did a great job on this,

00:19:11.003 --> 00:19:13.080
thank you for your extra efforts,

00:19:13.080 --> 00:19:15.570
but you have to be specific
about what that is.

00:19:15.570 --> 00:19:18.780
That's pretty common recognition rules.

00:19:18.780 --> 00:19:20.186
If you're gonna recognize somebody,

00:19:20.186 --> 00:19:22.290
it should be immediately following

00:19:22.290 --> 00:19:24.900
whatever they did and be very specific,

00:19:24.900 --> 00:19:27.810
not just good job or thank you.

00:19:27.810 --> 00:19:29.850
Very specific so they know what they did

00:19:29.850 --> 00:19:31.200
and they'll wanna repeat that

00:19:31.200 --> 00:19:32.608
because you've recognized them.

00:19:32.608 --> 00:19:36.810
For millennials and gen Z some things

00:19:36.810 --> 00:19:39.211
that work pretty well for them would be

00:19:39.211 --> 00:19:43.837
recognizing them for
milestones they achieve.

00:19:43.837 --> 00:19:47.220
So for instance, if you have
'em working on a project

00:19:47.220 --> 00:19:50.478
or, you know, maybe even
in their learning process,

00:19:50.478 --> 00:19:52.470
you know, recognize them when they make

00:19:52.470 --> 00:19:54.720
incremental improvements
and be very specific

00:19:54.720 --> 00:19:56.460
about what that is.

00:19:56.460 --> 00:20:00.397
Or for instance, if they
were the first one to get

00:20:00.397 --> 00:20:03.540
a big account this month, you know,

00:20:03.540 --> 00:20:06.811
recognize that first
big new order this month

00:20:06.811 --> 00:20:10.159
or the most improved in quality.

00:20:10.159 --> 00:20:12.750
So milestones like that are things

00:20:12.750 --> 00:20:16.647
that are very specific and
a little bit competitive.

00:20:16.647 --> 00:20:19.020
So if they feel like, you know,

00:20:19.020 --> 00:20:22.410
they've done really well
and not just really well

00:20:22.410 --> 00:20:24.840
for themselves but
really well for the team

00:20:24.840 --> 00:20:26.460
they've contributed to the team.

00:20:26.460 --> 00:20:28.080
Those are the types of things

00:20:28.080 --> 00:20:30.365
that they really like
being recognized for.

00:20:30.365 --> 00:20:35.145
And time off is a great
way to recognize people.

00:20:35.145 --> 00:20:37.770
One of the best ways that's what people

00:20:37.770 --> 00:20:41.130
are really looking for
nowadays is flexibility

00:20:41.130 --> 00:20:43.517
with their schedule, time off,

00:20:43.517 --> 00:20:46.958
little incremental things, technology,

00:20:46.958 --> 00:20:51.958
little technical gadgets are
good recognition rewards,

00:20:54.156 --> 00:20:59.156
but mostly public recognition
in front of peers,

00:21:00.060 --> 00:21:01.354
in front of other management.

00:21:01.354 --> 00:21:05.550
You know, send an email,
copy your manager on it

00:21:05.550 --> 00:21:08.585
so that they're getting
recognized and exposure,

00:21:08.585 --> 00:21:12.180
newsletters, you know, digital boards

00:21:12.180 --> 00:21:14.934
if you have 'em in your offices,
put people's pictures up.

00:21:14.934 --> 00:21:18.266
So, you know, different
ways that they get exposure

00:21:18.266 --> 00:21:21.737
and they also feel like what
they've done has contributed

00:21:21.737 --> 00:21:25.110
to the team, recognizing those efforts

00:21:25.110 --> 00:21:27.573
and those milestones are
what's most effective.

00:21:28.530 --> 00:21:31.322
- So we've talked about
how millennials and gen Zs

00:21:31.322 --> 00:21:35.400
prefer to be led and coached and trained

00:21:35.400 --> 00:21:40.020
and developed and recognized,
but COVID has changed many,

00:21:40.020 --> 00:21:41.130
many things.

00:21:41.130 --> 00:21:44.441
For some organizations
has led to not temporary,

00:21:44.441 --> 00:21:49.441
but a permanent move to work
from home or remote work.

00:21:51.000 --> 00:21:55.770
How is this remote work kind of unfolding?

00:21:55.770 --> 00:22:00.770
What do you find might be good
guidance for our listeners?

00:22:00.900 --> 00:22:02.700
If you're managing millennials

00:22:02.700 --> 00:22:07.517
and you're managing gen Zs and
they're not at the workplace,

00:22:07.517 --> 00:22:11.010
but they're working remotely,
perhaps your whole team is,

00:22:11.010 --> 00:22:12.930
are there some special
things you would suggest

00:22:12.930 --> 00:22:14.776
that we pay particular attention to?

00:22:14.776 --> 00:22:15.609
- Sure.

00:22:15.609 --> 00:22:16.860
And again, a lot of this is gonna apply

00:22:16.860 --> 00:22:20.010
to anybody working remote
and specifically though,

00:22:20.010 --> 00:22:22.020
for gen Z and millennials.

00:22:22.020 --> 00:22:25.020
You know, many gen Z
people started working

00:22:25.020 --> 00:22:26.700
for an organization during COVID

00:22:26.700 --> 00:22:28.950
and may not have ever
met anybody in person

00:22:28.950 --> 00:22:30.120
at their company.
- Good point.

00:22:30.120 --> 00:22:32.040
- I've heard, you know,
many stories about people

00:22:32.040 --> 00:22:35.460
who started working in 2020 or '21

00:22:35.460 --> 00:22:37.830
or just outta college,
and it's a remote job.

00:22:37.830 --> 00:22:40.313
They're working remote and
they've never met anybody

00:22:40.313 --> 00:22:42.136
in person at the company.

00:22:42.136 --> 00:22:44.637
And with a lot more
remote work happening now,

00:22:44.637 --> 00:22:46.889
many times you're working for a company

00:22:46.889 --> 00:22:49.590
that's not even anywhere
close to where you live.

00:22:49.590 --> 00:22:50.910
You might be working for a company

00:22:50.910 --> 00:22:53.945
that's headquartered in
California or in another country.

00:22:53.945 --> 00:22:56.674
And so there's a lot of
remote work happening

00:22:56.674 --> 00:23:00.923
and with the need to really
have that social interaction

00:23:00.923 --> 00:23:03.390
and that connection with people,

00:23:03.390 --> 00:23:05.340
it's tough if you're
out there on an island.

00:23:05.340 --> 00:23:09.767
So I think leaders have to
be specifically keyed in on

00:23:09.767 --> 00:23:13.032
what to do for individuals that have

00:23:13.032 --> 00:23:14.460
that socialization need.

00:23:14.460 --> 00:23:16.470
And a lot of this really
depends on the communication

00:23:16.470 --> 00:23:19.350
you have with them and how
well you get to know them.

00:23:19.350 --> 00:23:21.690
So big key is knowing your employees

00:23:21.690 --> 00:23:23.160
and knowing what's important to them

00:23:23.160 --> 00:23:26.200
and being able to
individualize the coaching,

00:23:26.200 --> 00:23:27.965
the interaction, the communication,

00:23:27.965 --> 00:23:30.334
because some people don't
need as much communication

00:23:30.334 --> 00:23:32.190
or interaction as others, which you need

00:23:32.190 --> 00:23:34.344
to know that about people to
know what's gonna work for them

00:23:34.344 --> 00:23:36.840
and not just make assumptions.

00:23:36.840 --> 00:23:38.610
One size does not fit all.

00:23:38.610 --> 00:23:40.122
You know, you've got five generations

00:23:40.122 --> 00:23:43.350
and different people and
different generations

00:23:43.350 --> 00:23:45.180
have different needs and priorities.

00:23:45.180 --> 00:23:48.538
So you can't just also
assume that everybody

00:23:48.538 --> 00:23:51.608
who's a millennial needs this
or everybody who's, you know,

00:23:51.608 --> 00:23:55.230
in a silent generation is
okay just to come to work

00:23:55.230 --> 00:23:57.064
because they feel it's a privilege.

00:23:57.064 --> 00:23:59.386
You can't make assumptions
about people based

00:23:59.386 --> 00:24:02.396
on their generation, but
you have to recognize

00:24:02.396 --> 00:24:04.555
some of the things about their generation

00:24:04.555 --> 00:24:06.680
as you're communicating with them.

00:24:06.680 --> 00:24:09.135
So with, you know, with remote work,

00:24:09.135 --> 00:24:12.394
particularly gen Z and millennials,

00:24:12.394 --> 00:24:15.325
having very specific goals
and objectives for 'em

00:24:15.325 --> 00:24:17.550
so they know if they're hitting the mark,

00:24:17.550 --> 00:24:19.500
having regular interaction,

00:24:19.500 --> 00:24:22.901
whether it's on Zoom or
Slack or video conference.

00:24:22.901 --> 00:24:25.755
And it doesn't, and not
always just work related,

00:24:25.755 --> 00:24:28.072
having those conversations
just about, you know,

00:24:28.072 --> 00:24:30.668
how are you doing just
wanna check in on you today.

00:24:30.668 --> 00:24:34.530
After work, you know, get on Zoom

00:24:34.530 --> 00:24:36.905
for 20 minutes and have a
glass of wine with them.

00:24:36.905 --> 00:24:40.230
So things that you can
do to check in with them,

00:24:40.230 --> 00:24:41.962
but also don't forget about them.

00:24:41.962 --> 00:24:45.300
When you have people in the
office that are involved

00:24:45.300 --> 00:24:47.480
and engaged in things
that they might not be,

00:24:47.480 --> 00:24:49.690
you have to remember your remote workers

00:24:49.690 --> 00:24:51.849
and figure out ways to include them.

00:24:51.849 --> 00:24:55.136
So if you, you know, you're
having a meeting over lunch

00:24:55.136 --> 00:24:58.344
and they're gonna be on Zoom,

00:24:58.344 --> 00:25:01.467
make sure that you, you
know, send them lunch,

00:25:01.467 --> 00:25:02.910
have lunch delivered.

00:25:02.910 --> 00:25:04.727
If you're providing lunch
to people in your office

00:25:04.727 --> 00:25:08.370
and they're at home, then
have lunch delivered to them.

00:25:08.370 --> 00:25:10.830
So little things like that
that just make them feel

00:25:10.830 --> 00:25:12.300
like they're part of the team,

00:25:12.300 --> 00:25:14.220
feel like they're included
and you haven't forgotten

00:25:14.220 --> 00:25:15.390
about 'em.

00:25:15.390 --> 00:25:17.700
But most important, just you really have

00:25:17.700 --> 00:25:21.300
to increase that communication
to make them feel involved

00:25:21.300 --> 00:25:23.340
and included and then keep in mind all

00:25:23.340 --> 00:25:24.960
the other things about developing

00:25:24.960 --> 00:25:29.010
and giving 'em online training
and communicating goals

00:25:29.010 --> 00:25:31.560
and objectives, recognizing 'em.

00:25:31.560 --> 00:25:34.156
You know, you still
have to recognize them,

00:25:34.156 --> 00:25:36.618
even if they're not in the
office and they do something

00:25:36.618 --> 00:25:39.120
great, you still have to recognize them

00:25:39.120 --> 00:25:40.800
and find ways to do that.

00:25:40.800 --> 00:25:44.940
So it takes more creativity
but in order to keep

00:25:44.940 --> 00:25:47.367
those people engaged, you
really need to be creative

00:25:47.367 --> 00:25:50.554
in how you work with all your employees

00:25:50.554 --> 00:25:52.700
and know that everyone's different

00:25:52.700 --> 00:25:55.677
and you have to figure out
what motivates each person,

00:25:55.677 --> 00:25:59.250
what's important to them,
how to recognize them,

00:25:59.250 --> 00:26:00.906
how to lead them, how to develop 'em

00:26:00.906 --> 00:26:04.570
and know that the up and coming workforce

00:26:04.570 --> 00:26:07.230
are millennials and gen Z.

00:26:07.230 --> 00:26:08.430
So they're not going away.

00:26:08.430 --> 00:26:10.620
We're gonna see more and more of them

00:26:10.620 --> 00:26:13.410
and that's why we focus mainly
on those two generations,

00:26:13.410 --> 00:26:16.020
because that's gonna,
those are the generations

00:26:16.020 --> 00:26:19.063
that are gonna be in the
workforce for the longest,

00:26:19.063 --> 00:26:21.722
along with where other generations
are coming behind them.

00:26:21.722 --> 00:26:24.414
And those are the generations
that we need to focus on

00:26:24.414 --> 00:26:27.641
in terms of knowing
what's important to them

00:26:27.641 --> 00:26:30.738
in order to create an environment
where they wanna stay.

00:26:30.738 --> 00:26:34.530
- You know, Rhonda, you
know, this question's coming,

00:26:34.530 --> 00:26:36.390
'cause it's asked of all guests.

00:26:36.390 --> 00:26:39.510
But if you would give some
thought to maybe a situation

00:26:39.510 --> 00:26:41.955
where you may had a client or clients

00:26:41.955 --> 00:26:46.955
that found themselves
stuck, what did it take

00:26:46.980 --> 00:26:48.963
to get them unstuck.

00:26:50.508 --> 00:26:53.850
- Well, I don't know if
I have one in particular,

00:26:53.850 --> 00:26:56.796
I will say related to
this topic in particular.

00:26:56.796 --> 00:26:59.820
Many times where we've been training

00:26:59.820 --> 00:27:02.699
the leaders on how to lead people

00:27:02.699 --> 00:27:05.305
of different generations in the workforce,

00:27:05.305 --> 00:27:08.900
we'll start the conversation
with some of the challenges

00:27:08.900 --> 00:27:11.561
they have and some of the stereotypes

00:27:11.561 --> 00:27:15.084
or feelings are well,
millennials just don't wanna work

00:27:15.084 --> 00:27:18.409
or, you know, millennials,
they want so much time off

00:27:18.409 --> 00:27:20.699
and you know, they don't
wanna work overtime,

00:27:20.699 --> 00:27:23.070
they don't wanna do anything extra.

00:27:23.070 --> 00:27:25.691
And then as we go through,
so many of 'em feel like

00:27:25.691 --> 00:27:29.370
they're being held hostage
by employees these days,

00:27:29.370 --> 00:27:31.410
because if they don't get what they want,

00:27:31.410 --> 00:27:33.060
they're gonna go work somewhere else.

00:27:33.060 --> 00:27:35.640
And so once we get through
a lot of information

00:27:35.640 --> 00:27:38.130
on the different generations
and explain what's important

00:27:38.130 --> 00:27:41.040
to people and explain how to motivate 'em,

00:27:41.040 --> 00:27:44.430
how to engage 'em, how
to get them communicating

00:27:44.430 --> 00:27:46.230
and sharing information and learning

00:27:46.230 --> 00:27:49.241
and taking initiative and stepping up,

00:27:49.241 --> 00:27:51.693
I've seen, you know,
many light bulbs go on

00:27:51.693 --> 00:27:54.750
and many leaders come
back and say, you know,

00:27:54.750 --> 00:27:56.970
I tried that with somebody
who's a millennial

00:27:56.970 --> 00:27:58.410
and it really worked.

00:27:58.410 --> 00:28:01.310
So I think one of the big things is that

00:28:01.310 --> 00:28:04.747
a lot of companies have
not gone to the extent

00:28:04.747 --> 00:28:07.560
to make sure their leaders have the tools

00:28:07.560 --> 00:28:09.240
and information they need to lead

00:28:09.240 --> 00:28:11.400
a multi-generational workforce.

00:28:11.400 --> 00:28:13.993
It's a big challenge today and most people

00:28:13.993 --> 00:28:15.570
who are leaders would tell you

00:28:15.570 --> 00:28:17.885
it's a big challenge to try to figure out

00:28:17.885 --> 00:28:20.490
all these different priorities

00:28:20.490 --> 00:28:22.380
and different ways of leading people.

00:28:22.380 --> 00:28:25.818
So I think what I've seen
is many organizations

00:28:25.818 --> 00:28:29.068
that have come out of it much better

00:28:29.068 --> 00:28:31.246
by providing the tools and resources

00:28:31.246 --> 00:28:33.451
that their leaders need to figure out

00:28:33.451 --> 00:28:37.860
how to lead and keep people
engaged, whether it's remote,

00:28:37.860 --> 00:28:39.990
whether it's in the office,
whether it's, you know,

00:28:39.990 --> 00:28:42.972
manufacturing, there's
a lot of different tips

00:28:42.972 --> 00:28:45.289
and tactics and resources you can use,

00:28:45.289 --> 00:28:48.140
but the leaders need to be
provided that information

00:28:48.140 --> 00:28:51.900
so they know how they can create
a better team environment,

00:28:51.900 --> 00:28:54.123
a better work environment for everybody.

00:28:55.692 --> 00:28:58.910
- As Rhonda well knows, we
offer customized training

00:28:58.910 --> 00:29:00.776
and therefore we wanna give the client

00:29:00.776 --> 00:29:05.160
a sense of the potential topics
that we could put together

00:29:05.160 --> 00:29:07.350
training resources on.

00:29:07.350 --> 00:29:10.557
This idea of managing
multiple generations,

00:29:10.557 --> 00:29:12.330
it comes up so often.

00:29:12.330 --> 00:29:15.387
They say yes, we want to
have dialogue on that.

00:29:15.387 --> 00:29:19.116
And so the example you
gave is when you do commit

00:29:19.116 --> 00:29:22.920
to spending some time
exploring the differences,

00:29:22.920 --> 00:29:27.120
but also recognizing though
there are differences

00:29:27.120 --> 00:29:30.809
there are things that bind
all generations together

00:29:30.809 --> 00:29:32.491
that was said earlier.

00:29:32.491 --> 00:29:36.619
All generations want to feel
as if they're being offered

00:29:36.619 --> 00:29:39.039
meaningful week work.

00:29:39.039 --> 00:29:41.430
And in terms of the examples you've given,

00:29:41.430 --> 00:29:46.170
you've given us with a specific
kind of focus on millennials

00:29:46.170 --> 00:29:49.292
and gen Zs how they like
to be led and coached,

00:29:49.292 --> 00:29:53.010
trained, and developed and recognized.

00:29:53.010 --> 00:29:55.080
We've talked also a bit
about the challenges

00:29:55.080 --> 00:29:57.995
of when we're trying to lead people

00:29:57.995 --> 00:30:01.320
who are working remotely
and how important it is

00:30:01.320 --> 00:30:03.510
to don't overlook them.

00:30:03.510 --> 00:30:06.420
Be very, very intentional.

00:30:06.420 --> 00:30:08.846
You know, Ronda, as you kind
of reflect on this conversation

00:30:08.846 --> 00:30:12.720
and it's a lot to cover
in this kind of timeframe,

00:30:12.720 --> 00:30:15.690
what might be some closing thoughts

00:30:15.690 --> 00:30:18.173
or takeaways you want us to have?

00:30:18.173 --> 00:30:22.177
- Well, I would say again, it
is a challenge to lead people

00:30:22.177 --> 00:30:25.080
in different generations but a lot of

00:30:25.080 --> 00:30:27.180
what we've talked about is
really just common sense.

00:30:27.180 --> 00:30:29.327
It's really just very common sense,

00:30:29.327 --> 00:30:32.337
courtesy, communication with people

00:30:32.337 --> 00:30:35.262
and the more you interact
with your employees,

00:30:35.262 --> 00:30:38.220
the more you're gonna know what they want

00:30:38.220 --> 00:30:39.150
and what they need.

00:30:39.150 --> 00:30:41.661
So the interaction and
communication is very important

00:30:41.661 --> 00:30:43.830
with all employees.

00:30:43.830 --> 00:30:46.344
With millennials and gen
Zs, it's even more important

00:30:46.344 --> 00:30:51.344
and inclusion, involvement,
getting their opinions,

00:30:51.870 --> 00:30:54.930
giving them latitude and, you know,

00:30:54.930 --> 00:30:58.004
giving them that
independence and flexibility

00:30:58.004 --> 00:31:01.389
to be able to do their job is
what they're gonna embrace.

00:31:01.389 --> 00:31:03.850
And I know in many companies
that's not possible

00:31:03.850 --> 00:31:05.623
to do all of that.

00:31:05.623 --> 00:31:08.850
When you talk to your
people though and find out

00:31:08.850 --> 00:31:10.740
what they're looking for,
that's when you're gonna know

00:31:10.740 --> 00:31:12.120
best how to lead them.

00:31:12.120 --> 00:31:14.383
So just talking to people can
make such a big difference

00:31:14.383 --> 00:31:16.524
in figuring out what works for them,

00:31:16.524 --> 00:31:19.593
develop that relationship,
let 'em know that you care

00:31:19.593 --> 00:31:24.056
and you wanna see them grow
and develop and just listen.

00:31:24.056 --> 00:31:27.274
Most of all, though, again,
asking them a lot of questions

00:31:27.274 --> 00:31:29.730
to get their input and their involvement,

00:31:29.730 --> 00:31:32.267
their feedback is gonna
make them feel more valued

00:31:32.267 --> 00:31:35.580
and hopefully retain them as employees

00:31:35.580 --> 00:31:38.720
for a long period of time,
which is always our goal.

00:31:38.720 --> 00:31:41.160
- Rhonda, you and I have the opportunity,

00:31:41.160 --> 00:31:44.821
we speak essentially every
day in some form of fashion,

00:31:44.821 --> 00:31:49.013
but in doing so, I get a chance
to kind of learn, you know,

00:31:49.013 --> 00:31:52.410
what you bring to the
table and the perspective

00:31:52.410 --> 00:31:53.243
that you offer.

00:31:53.243 --> 00:31:55.890
And I think you were able to demonstrate

00:31:55.890 --> 00:31:59.580
that mastery of this
somewhat complex topic

00:31:59.580 --> 00:32:02.808
of managing multiple generations.

00:32:02.808 --> 00:32:05.070
Thank you for your willingness to share

00:32:05.070 --> 00:32:07.950
that expertise with us today.

00:32:07.950 --> 00:32:08.783
- Thanks Mike.

00:32:08.783 --> 00:32:10.380
I've enjoyed it.

00:32:10.380 --> 00:32:12.055
- Well, I've enjoyed it as well.

00:32:12.055 --> 00:32:15.699
I do wanna thank our listeners
for joining us today as well.

00:32:15.699 --> 00:32:19.680
We upload the latest
episode to Apple, Google,

00:32:19.680 --> 00:32:21.297
and Spotify every Thursday.

00:32:21.297 --> 00:32:24.167
So if you've enjoyed this
episode here with Rhonda,

00:32:24.167 --> 00:32:25.863
please subscribe.

00:32:28.140 --> 00:32:29.443
Is your company growing?

00:32:29.443 --> 00:32:32.132
Are you worried that you
don't have the right people

00:32:32.132 --> 00:32:35.828
and processes in place to
handle that increased workload?

00:32:35.828 --> 00:32:38.640
If yes, let's talk.

00:32:38.640 --> 00:32:42.130
Reach out to Rhonda or I by
heading to Bench-Builders

00:32:42.130 --> 00:32:44.460
to schedule a quick call.

00:32:44.460 --> 00:32:47.460
We'll explore ways to help you
solve those nagging problems

00:32:47.460 --> 00:32:51.218
so you can scale faster and smarter.

00:32:51.218 --> 00:32:52.867
So I wanna thank you for joining us

00:32:52.867 --> 00:32:56.070
and I hope you have picked
up some tips from Rhonda

00:32:56.070 --> 00:33:00.090
that'll help you get
unstuck and on target.

00:33:00.090 --> 00:33:01.667
Until next time.

00:33:01.667 --> 00:33:04.917
(mellow hopeful music)

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