How to Attract and Lead Millennials

The manufacturing industry is faced with a significant challenge – a shift in demographics. Historically, most of the work force was made up of ‘baby boomers’ (aged 53 to 63). However, there’s a silent tsunami approaching.

We’re facing a retirement wave, and the skills and experience of baby boomers will be washed out of the industry over the next 10 years. Their replacements will be ‘Gen Y’ (aged 24 to 41) and ‘Gen Z’ (aged 18 to 23). Not only do you need to transfer the capabilities of baby boomers, but you also need to appeal to millennials. This starts with the recognition of the different mindsets, behaviours, and beliefs….

Aspirations

Baby boomers are often workaholics, who will most likely say yes to an instruction, but would need significant direction in completing it. Whereas Gen Y would rather say ‘I’ve got a better idea’ instead of just following. Their aspirations are different, and this relates back to the level of their education along with the social and global exposure.

Back in the 1940s, workers were reasonably educated. Now, almost everyone will have this education and further qualifications, or even a degree. This can bring certain skills and capabilities to the team. Their progression goals are much higher than their level of education.

Priorities

Every generation has a different view on what’s important. Baby boomers are business focussed, meaning they look to what could achieve profit. Gen X (aged 42 to 52) are balanced between business and people, the start of realising the industry’s environmental impact. Gen Y are balanced between people and the planet. Finally, Gen Z brought the emergence of the importance of purpose.

What an organisation stands for is so key to Gen Z – they’ll even sacrifice a higher wage for it. They want to work for a business that has a profound purpose, whether it’s improving lives or having a positive impact on the environment.

Needs

Companies traditionally had a vertical structure, meaning people worked in silos and had their own specialisms. Millennials want more collaboration – it’s their number one need. You need to think about this when catering for them, creating a more horizontal structure that allows for more social connections across the business.

To find other differences in the needs across generations we can look to Maslow’s hierarchy. Baby boomers are focused on the basic needs, physiological, safety, and social. This includes good working conditions and a decent salary, but this is just satisfaction. Motivational needs (self-actualisation) are achievements, recognition, extra responsibilities, and growth. Whilst these were important for previous generations, they’re so much more so for Gen Y and Gen Z.

Attraction

When it comes to attracting this motivated generation, you need to think about retaining the talent and skills of the baby boomers. You’re fishing in a small pool for higher capability, so getting people with the right behaviours and values is crucial. Skills and knowledge can be taught to willing learners but converting them to your culture is more difficult.

Once you’ve secured this talent, you need to make sure they want to stay. This involves creating a suitable environment. Provide people with the opportunity for self-fulfilment, growth, and autonomy. Offering coaching is a great idea, whilst they don’t need as much direction as baby boomers, they do need to feel like they’re progressing and have someone to turn to for support when needed.

Don’t neglect how this generation is on social media either. They post about their experiences at work – both positive and negative. Your brand can be promoted daily. Ensure their work experience is the best it can be, not only boosting the reputation but also the potential to attract other future hires.

Leadership

Millennials effectively need to collaborate with baby boomers, so the skills and expertise can be passed down. There’s opportunity to use technology to aid this, meaning baby boomers don’t have to be there in the room during training. Once you have Gen Y and Gen Z on board, the next stage is leading them successfully, alongside other generations. Remember, it’s not a one-size-fits-all approach.

Our Team Leadership Development Programme will give you the key managerial skills to make improvements in shop floor culture. The programme has a wide range of benefits including staff retention, boosted morale and reduced stress. To take advantage of this please click here or get in touch with our team!

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