Adapting management styles to new generations

Aug. 29, 2019
The more I investigated ideas for attracting and working with millennials, the more I thought these ideas would also be good for other if not all generations of workers.

We are all aware that it is difficult to attract and retain new employees. We have all heard or perhaps even said these statements; Not enough people entering our industry. The millennial generation is “difficult” to work with. This generation expects a participation trophy. Millennials have no work ethic. You have probably heard other negative opinions on the millennial generation.

A couple of notes: Millennials are generally considered those born between 1980 and the 2000’s or people between 20 and 35ish. This generation is second in numbers (approx. 71 million) only to the “boomers” those in the 50 to 70 years old bracket (approx. 74 million). The actual numbers and ages vary depending on who is defining the age ranges. There is no official generation demarcation.

Ergo there are plenty of potential workers. Our issue as an industry is attracting and retaining people. There is no shortage of information and opinions on why we have issues filling the ranks. There are several groups and companies working to attract millennials. I-CAR, CREF and several manufacturers and trade associations have some great programs and they are making a difference.

The more I investigated ideas for attracting and working with millennials, the more I thought these ideas would also be good for other if not all generations of workers. The priorities might be in a slightly different order depending on the generation, but I found nothing that would likely be objectionable to any employee.

For now, let’s focus more on what we as managers and owners need to do. There is a quote from Jimmy Dean, that says: “I can't change the direction of the wind, but I can adjust my sails to always reach my destination.”  So … let’s make some adjustments to the sails.

I can remember, several significant changes and challenges in our industry including Unibody, (yes, I’ve been around a while) MIG & MAG Welding, VOC regulations, Spot Welding, many changes in vehicle safety, electronics, ADAS, scanning, recalibration, etc. For the most part as an industry we grabbed these challenges and studied, trained and learned how to address these and found ways to work and have success, with new technologies and procedures.

These were mainly hard skills, hands-on, things that can be physically learned and we have had advancing technology to help us.

Working with employees is more of a soft skill. And for many of us these soft skills can be more challenging to learn. What we have been accustom to in managing (traditional management styles) employees is not going to work well with new generations.

We need to attract them first. Look for them in their natural habitat… online: Facebook, Linkedin, Twitter etc.… Can they find you online? Do you have a progressive professional web site? Can they apply on-line?  Does the employment section of your web site have appeal to multiple generations? Can we show how technology is driving our industry and how this will greatly expand the opportunities for future employees? Are we looking for career people, looking to grow?

Are we promoting our whole industry when we seek employees? Or just the job/description we are trying to fill? How many of us have worked several areas in our industry? From parts drivers, customer service, sales, technician, trainers, estimators, production managers, repair technicians.  New or future jobs will likely include ADAS specialists, telematics techs, social media/networking and other skills yet to be determined.  We as an industry have more to offer.

Many millennials are looking for more creative perks:

  • Flextime: while this may not fit well in a production environment where we need all hands-on deck. We may have positions that can allow for some flexible hours. While many sources site flexible time and working off site as key benefit that millennials are looking for, I for one don’t see how this can work inn many jobs, not only are production environments. But could work for other positions.
  • Mentorship: We can do this!  Many shops are utilizing team production. This makes mentoring very easy.  Have current employees help with on boarding and mentoring new hires.
  • Continuous education:  We can and should be doing this already!  This needs to be part of our employment offering.  Helping all employees grow through continuing education. This needs to be part of our conversation & web information for employees upfront. (Not a side note mentioned in the interview process)
  • Community involvement: Many millennials are concerned about the greater good. According to Ami in their “Generations@Work℠ Leveraging the Potential of Millennials Series” about two thirds on the millennial generation state that they want to contribute to making things better for their community (others).  While this might be a stretch with vehicle repairs, there can be some aspects where we do (as an industry) contribute to the community, such as waste reduction, recycling supporting and helping other such as “Hire Our Hero’s” and NABC Recycled Rides.  These are all valued and positive ideals with many younger potential employees.
  • Work/life balance: flexible time/scheduling perhaps not totally compatible with the production floor of many shops working traditional Monday – Friday 8-5 schedules. But this could work for a lot of shops with extended hours and Saturdays. Can we be flexible enough to allow for time off for soccer games or other events and still maintain a productive work force? Can we support and promote a healthy work/life balance?
  • Include them in the business (how does their input impact the overall business) are they part of something bigger, teamwork may be more valued than a stricter reporting structure.
  • Show path to both professional & financial growth (hint career growth may be more important than the financial growth)
  • A good work environment, which includes the above but also a clean, safe, tolerant, and supportive place to work. We need to offer the work environment that we would want our sons and daughters to work in!

Managing is not the only way to lead a work force.  Coaching is a slightly different way to lead and is much more apt to appeal to new generations.  Think of helping your kids with homework or coaching little league.  The approach is different than typical manager employee relationship.  The coach has a vested interest and desire to help the student or employee succeed.  If we are driven to help our employees would then in turn be driven to help achieve our mutual goals?

As always, your thoughts and comments are welcome.

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