Issue link: http://palletcentral.uberflip.com/i/1390499
26 PalletCentral • July-August 2021 palletcentral.com What is your best advice for companies to navigate generational complexities as generations collide at the workplace? In flight school, pilots learn that every airplane has an operational manual. All the data for that plane is in that manual. Yet, a good pilot knows that there is no substitute for getting in and flying the airplane. When managing generations at work, there are expert resources that suggest, 'five things to attract millennials,' and lists ski passes for everyone, game rooms, free lunch, and things like this. Yet, there is no magic formula to millennials. ere are motivated ones and lazy ones, just like any other generation in the workforce. In my research of over 10,000 people interviewed, the moment we look at people as a generation, instead of as individuals, we lose the ability to apply e Five C's. While each generation has their tendencies, which might define certain benefits they might enjoy over others, there is no one size fits all approach. Mentorship transcends all generations. e world is changing, and it may change our perspective. But basic human values remain – the need to be heard, understood, respected, and grow with purpose and pride. Unfortunately for companies, the "manage the individual" style seems like too much effort; this approach takes time. But so does interviewing, hiring, onboarding, and training new employees. Why not spend a little extra time on your current employees and retain them? Companies want personality assessments and color code tests to group people and manage and reward them as groups. Instead, at their individual assessments why not ask, "Why did you join the company and why do you stay? What can we do better?" Listen to the people; they will tell you more than an assessment. What are common communication challenges in the workforce management? I think it all starts at top in the "C" suite. ere is a real value for people to be seen and heard. Status interviews start with senior level managers, then mid- level managers, etc. Explain "this is how the company operates" and make sure they understand the kind