ing environment that considers the generational differences and balances their
strengths and weaknesses. Intelligent
change is a clear necessity in building
a company that is attractive to all of its
employees and its customers. And being
open to change is a sure-fired way of
attracting Gen Z employees.
Bottom Line: If you are not paying
attention to generational differences in
age groups, you risk missing the next
important trends affecting your business.
Get on board – learn about and prepare
for Generation Z. But don’t forget the
other three generations populating your
workforce and marketplace. ❮
green products. Supporting and promoting your internal efforts at sustainability
are also musts. And you must be sincere
about this effort.
Life Beyond Technology. Gen
Z can teach those of older generations what technology can do. As their
employer however, your job is to show
them there’s more to life and work
than what can be found on a computer
screen and to succeed there are rules
and structures that must be observed.
To maximize their productivity, you must
convince them to fit relaxation time into
their work day.
Focus on Task. As an employer,
you must design processes that ensure
their concentration on the one task at
hand and demand accuracy over speed.
After all, to succeed you must perform
at least as well as your competitors. The
best solutions usually involve the input of
everyone, young and old, in their design.
Work Organization. To deal with
Gen Z’s impatience, companies should
develop flatter organizations with less
bureaucracy.
In general, with the broad age diversity found in today’s workplace, sound
communications are a must. And the
delivery of your messages should employ
all available tools. Email is fast becoming
an obsolete form of contact with members of Gen Z.
Remember too that the youngest
employees at your company have limited
experience in a business environment.
Your network of suppliers and customers most likely covers the entire range
of ages and cultures. Your company’s
brand is impacted by the behavior and
actions of all of your employees. You
are right to enforce rules of etiquette
and dress that reinforce your company’s
reputation.
Your goal should be creating a work-
After 40 years as a consultant to
furniture, cabinetry, and millwork
producers, Art Raymond is now Vice
President – Operations at Hooker
Furniture Corporation, Martinsville,
Va. Contact him at 276/666-3965 or
araymond@hookerfurniture.com.
“Of all the investments we’ve
made in our business, without
a doubt, this software has made
the biggest difference...”
– Paul Jutras, JUTRAS WOODWORKING
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