Tradition vs. Innovation

Some business owners say their younger workers “spend too much time texting” or “aren’t really looking for a career.” And some younger professionals feel underpaid and uninspired. This situation is by no means universal, but it’s also undeniable.

In the professional world, we expect new employees to follow a tried-and-true routine: Respect authority and follow instructions in order to get ahead. This method worked effectively for many experienced organizational leaders. But a lot of our younger professionals have new priorities and different expectations. Naturally, some tensions have arisen.

The collision of tradition and innovation occurs in every generation. But I think we have a good match of strong shared values, with some differences in delivery and timing. Let’s look and listen.

For the Baby Boomers
Gen Y, also known as Millennials, are the twenty- and thirty-somethings working today. They are a well-educated, pro-learning group (higher graduation rates than any previous generation) who are at ease with ubiquitous technology. (Yes, they’re on their smartphones a lot.) They’re eager and willing to take on big jobs and make a difference, and not particularly interested in “paying their dues” to get there. This attitude isn’t a good fit with a routine, menial job with little chance to make a difference for the company. But who does prefer menial work anyway?

Business owners are well advised to adapt, to be flexible, to meet new priorities, and to develop new job performance measures—as difficult as that might sound. Worst-case scenario: You risk losing some of the best and brightest young talent to other jobs that are willing to challenge the status quo and meet their needs.

What can a company do to retain young talent? Many Gen Y-ers recommend that companies offer flexibility in the day’s schedule. Outdoor activities are one of the main attractions here in western Colorado. If your company lets younger workers get their bike rides in during the day and catch up on their deliverables at night, you’ll be offering something different and attractive.

Let younger workers in on your strategic direction, hopes, and plans for the future of the company. Communicate and included younger workers in the overall mission of the company, and give them the latitude to find new and innovative ways to achieve objectives that also suit their lifestyle.

For Millennials
The Baby Boom generation is in their early fifties to late sixties. Many are the children of the 1960s, similar to their younger staff/co-workers in their idealism. The difference is that this group has been trying to make the world a better place for over 40 years now. Their core values are still strong, but their actions are tempered by experience and wisdom.

Young professionals are advised to listen and ask questions. What will it take to make a change? What will improvement cost in terms of dollars, time, and energy? Learn the objectives you’re expected to achieve, then seek to find common ground for achieving them in a way that inspires you. You may be surprised to find that the Boomer generation shares your passion for meaningful work, but you won’t know this unless you listen first.

It will take some simple steps and a little progress from both sides, but the benefits of adapting to modern work ethics are clear.