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| Bridging Today’s Multi-Generational Contractor Workforce Published March 2021 Today’s electrical contracting industry crosses multiple generations – Baby Boomers (ages 55+), Generation X (ages 41-55), Millennials (ages 25-40) and now Generation Z (24 years and younger, which has recently emerged and makes up 7% of the workforce). Serving the varying needs of each generation and recognizing their unique, and sometimes conflicting work ideals and attitudes, is cause for companies to review their programs, policies and methods. New generations bring different beliefs, behaviors and communication styles, creating new challenges for employers but at the same time significant opportunities, as different generations bring different experiences and skills. The generations that have grown up with tech-savvy tools (computers, smart phones, tablets) are more likely to embrace emerging technology while older generations struggle to adapt but bring experience into the mix. In both the electrical and low voltage contracting, the younger generations, especially Generation Z, are losing interest in “getting their hands dirty” and are choosing careers that use IoT (Internet of Things) technology. This new workforce is now using mobile devices to perform a wide variety of tasks via the Internet. Today’s progressive companies are using technology-driven tools and methods to hire and keep the workplace environment relevant and exciting. Digital technologies are changing how people live, communicate and work and as a result, more smart homes and smart buildings are emerging. Addressing the span of generations means finding common ground. As the world is moving into a new post-COVID environment, contractors and customers are relying more on applications that employ hands-free remote operation and intelligent monitoring. The list of Leviton home, commercial and industrial products that employ IoT technology is rapidly growing and will continue to expand. The Three R’s Baby Boomers grew up learning the “three R’s” as reading, ‘riting (writing) and ‘rithmatic (arithmetic/math). Today the secret to keeping the workforce relevant is to use the following three R’s — “Recruit, Retrain and Retain” — all while being relatable to every generation. Aside from age, each generation shares key values, however, methods may vary. Recruit There are different recruitment tactics for each generation as well as different motivators – whether it be monetary or non-monetary benefits. Each generation has different expectations, assumptions, priorities and approaches to work and every company should familiarize themselves with these perspectives and influences. Baby Boomers grew up with telephones, typewriters and writing letters since computers and laptops didn’t become a household item until the Millennial generation. Baby boomers’ work ethic includes company loyalty and expecting longevity. Although Baby Boomers may be soon exiting the workforce and looking for retirement benefits, do not discriminate against older workers as they are definitely not less productive but may seem less likely to embrace technology. They have seen many changes in the industry and carry a wealth of electrical experience and should be appreciated and valued to pass on their knowledge. Generation X’ers are at the height of their career and will need to be shown opportunities to them for fast progression to move up vertically and expand horizontally. For example, if they have been installing electrical wiring, they may want to expand their knowledge into low voltage. Millennials take a different approach to their employments as they usually don’t anticipate staying with a company for more than a couple of years. They are very excited about career prospects and opportunities and will quickly move on if they feel they are stagnating as they seek rapid movement into managerial positions. Millennials are the first generation to grow up as digital natives with sweeping technology advancements. Recruiting and communicating with millennials include fast and short communications through emails and texts. Generation Z, sometimes known as the “Gamer Generation,” are the “new kids on the block” and are hungry to learn and quick to embrace innovative applications from their smart phones and rely on social media for direction. And Gen Z’ers want more balance in their lives between work and leisure. Retrain Technology plays a significant role in driving generations further apart, but this does not need to always be the case. Organizations are beginning to see the value of training and retraining older workers to bring them up to speed on technology. With new technologies constantly emerging, it is beneficial for companies to encourage ongoing training programs as part of employee goals. This can come in many different forms. The adage “can’t teach a dog new tricks” is purely discriminatory towards the Baby Boomer generation and doesn’t hold true as everyone appreciates personal and professional growth. The desire to seek more knowledge in capacities that are relatable to each person’s job function should be part of the benefits offered by the company. This could come in the form or education reimbursement which covers formal secondary education, vocational training and certifications. Long formal training sessions are a thing of the past. Today’s reality is that workers spend 1% of their time on training and development, which equates to 24 minutes per week. In this context, learning and development needs to change. It needs to be delivered in small chunks, of differing lengths and accessible on mobile devices. Multi-generations have access to smart devices and often want instant information at their fingertips. Leviton offers a multitude of free mobile apps downloadable through the Apple App Store and Google Play. These apps include the entire product catalog with updated information, instructions sheets, videos and cross referencing, as well as detailed code requirements and other industry resources. Check out these out at Leviton.com/apps
Retain According to Gallup polls (State of the American Workplace 2017) 67% of the workforce are not engaged with their work and disengaged employees cost U.S. business between $483 and $605 billion per year. Although we have entered a new era with the highest rate of unemployment in decades due to the pandemic, it is important to retain valuable employees who will help the company grow as well as themselves. Although “show me the money” is always a priority across all generations, there are more rewards than just the weekly paycheck, retirement contributions and medical benefits. Non-monetary rewards, in addition to training, range from flexible work hours and time off, special leadership projects, tech rewards, gift cards and merchandise. The non-monetary rewards will vary according to each employee and can vary by generations. Baby Boomers thrive on flexible retirement options and symbolic recognition whereas Gen X’ers, Millennials and Gen Z’ers expect career progression opportunities and tangible rewards. Recently Leviton launched a new support and rewards program geared towards professional installation contractors. The new My Leviton Pro Support and Rewards Program further ensures that valued electrical installation partners have the modern tools they need to effectively and efficiently turn every home into a smart home. The program is available through the My Leviton app for Decora Smart Wi-Fi devices, on both iOS and Android platforms, by enrolling at My.leviton.com/pro Tips for Motivating the Multi-generational Workforce The four generations in today’s workforce may have different priorities and different work ethics, but there are basic tips to motivate all employees and keep their work-life balanced:
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