With multiple generations in the workforce, managing and communicating with a diverse range of employees can be challenging. As a result of different factors that shaped each generation, people show up to and value work in different ways. Companies in the agriculture industry that want to attract and retain new talent must find strategies to connect with these generations – especially millennials.
Different words mean different things to different generations, so, “It’s no wonder we struggle communicating,” said Sheila Pierson, Ozark Mountain Poultry, speaking at the National Meeting on Poultry Health, Processing and Live Production on September 27.
Those in the Baby Boomer generation (born 1946-64) are used to working hard to get ahead and very loyal to their work. They like challenging projects, value face time and need recognition for the achievements they accomplish. But, they do not like change, according to Pierson.
Sheila Pierson, Ozark Mountain Poultry, speaks at the National Meeting on Poultry Health, Processing and Live Production on September 27. | Alyssa Conway
On the other hand, people who fall into the Generation X (born 1965-80) are very adaptable and always looking for opportunities to learn and enhance skills. She said these employees are driven by results, and value promptness and politeness. These people generally appreciate being mentored by boomers, and, unlike the independent boomers, Gen Xers also value collaboration.
Connecting with millennials
Members of Generation Y (born 1981-2000) not only make up the largest part of the workforce, but they may also be the most difficult for other generations to communicate and work with.
“If we can understand what makes them who they are, then maybe we can find a way to connect with them,” Pierson said.
These millennials are passionate about values, including company values, and want to work to make a difference and be part of a larger purpose. They tend to show the same respect to everyone in the workplace, regardless of age, which comes off as being “friendly,” according to Pierson. Social media-savvy millennials expect to work in communities and to collaborate with other coworkers. Providing opportunities to participate in community service activities can help to connect with Gen Y.
Pierson suggested that companies would be wise to find ways for millennials to practice their critical thinking skill set in the workplace, because, unlike previous generations, they were not directly taught this in school. Since millennials like instant feedback, she also advised conducting short, monthly performance reviews for these workers.
But, “monitor them, don’t manage them,” Pierson said of millennial employees.
Hiring Gen Y
These generational differences between boomers, Gen Xers and millennials mean that companies need to adjust their strategies in order to recruit and retain the future of their workforce.
“You’ve got to change your messaging to appeal to the Gen Ys,” said Pierson.
She advised that companies with great values leverage that to attract younger talent, talking about the company’s mission and brand.
