Embracing the Next Generation: Resilience and Grit vs Balance and Innovation

As I sit down to write this post, my heart feels heavy, for I have recently lost my biggest supporter and sounding board, my Dad. He was not only my confidant but also a pillar of wisdom and resilience in navigating the challenges of running our plumbing maintenance business. Losing him has left a void that seems insurmountable. Yet, in the midst of grief, I find myself facing a new challenge - understanding and embracing the needs of the younger generation in our workforce.

Having seen how hard my Dad worked when my sisters and I were young, I have come to admire the grit and resilience of his generation. He held day shift manual labour roles, went home for a few hours’ sleep, then worked in a factory for night shift, saving every cent he could to move our family out of the social welfare housing we were in in Bunbury, Western Australia. His generation weathered storms, adapted to change, and faced adversity head-on. My Grandfather, well he had it even harder, moving to Australia, alone, when he was 15 due to his poor health in cold Yorkshire, returning only to fight in WWII. I guess every generation in the past probably had it harder than the one that came next?

But as times change, so do the needs and expectations of the workforce. It's easy to fall into the trap of comparing the younger generation to their predecessors (ok, boomer!), fearing a lack of the same tenacity and work ethic. But this week, I did. I compared generations a lot.

I’m not sure how long the grieving process goes on for, or if it ever truly ends, but if anger is as they say the second stage of grief then I think I’m there. I got really angry this week at the lack of tenacity of some people, namely ‘the younger generation’ in the workforce. Is it the Millenials or Gen Z? I don’t really know. I thought if I could bury my Dad and get straight back into work, surely everyone else could just get on with it too, they haven’t had a worse time than me recently have they? They should keep calm and carry on as the Brits say? I was very intolerant of every complaint, every sickie chucked, every ‘poor me’ comment. ??

That wasn’t fair of me. I realize that pointing fingers or lamenting about generational differences is neither constructive nor fair and I apologise to all of the young people I got angry at in my head (for luckily, I internalised my judgement!). We’re all different and I can’t expect everyone to be as resilient nor should I assume people don’t have stressful things going on in their lives also. ?Instead, I must look inward and find a way to bridge the gap between the needs of our young employees and the success of our business. It is about finding a balance, a synergy that benefits both parties; not expecting them to be as resilient as my generation or the generation before mine.

We must actively listen to our young team members - not just hearing them but truly understanding their aspirations, dreams, and concerns. I have found that their needs often revolve around growth opportunities, a sense of purpose, and a supportive work environment. They desire mentorship, a chance to learn and develop their skills, and a clear pathway for career advancement. In this current economy, they also need to be compensated fairly in order to afford their ever-growing rents, mortgages and ever-increasing cost of groceries, utilities etc. I recently introduced Maslow’s Hierarchy of Needs in a toolbox talk only to have 16 faces stare back at me in confusion; a looming recession probably not the best time to start banging on about different drivers of motivation when everyone’s electricity and gas bills have just doubled. Noted.

Acknowledging these needs, I aim to continue to nurture an environment where our young employees feel valued and empowered. Regular feedback sessions (we’ve introduced plumber meetings on top of our monthly toolbox talks), skill-building/training opportunities, open communication and various feedback mechanisms are some of the ways we can help them thrive.

As a business, it is essential to adapt while staying true to our core values and the hard working legacy of my Dad.

Instead of being frustrated by perceived differences, I now see the opportunity to learn from each other. Our experienced plumbers can share their invaluable expertise, while our young employees bring fresh perspectives and innovative ideas. Fostering an inclusive work culture where generations collaborate harmoniously is the key to our future success. Easy to say, harder to do, but creating a positive team culture and sustainable business is a perpetual task were very cognizant of.

Embracing the next generation is not about dismissing the grit and resilience of the past but honouring it by adapting and evolving with the times. Together, we can create a business that thrives and empowers each member of our team to reach their full potential.

So, as we face the challenges and opportunities ahead, I carry my dad’s legacy in my heart, knowing that his blue-collar wisdom and guidance continue to inspire me. And, in the spirit of embracing change and growth, I look forward to a future where our young employees can flourish, and our business can continue to thrive. And I will reserve my judgement of others until I’ve walked a mile in their shoes next time. ?