GEN Z WORKERS AND TRADITIONAL MANAGERS IN THE TRADES: A RECIPE FOR DISASTER OR FORMULA FOR SUCCESS?

Unmotivated. Late to work. Inappropriate clothing, unpreparedness and too much emphasis on mental and emotional well-being. These are just a few of the things we've heard about the latest generation to enter the workforce.

A report by intelligent.com shows that six in 10 employers have terminated Gen Z hires - and they're hesitant to dip into the young talent pool again.

In the trades, where the open jobs have far out-paced the available labor for several years, this is a problem, to say the least. It leaves us wondering about the future of our industry and where we might find some of that work ethic that we know and love from the hard-working baby boomers who have shaped our company into what it is today.

  But when the traditional nose-to-the-grindstone generation is making the hiring decisions, and much of the available talent is - less traditional - are we at an impasse?

With a little effort on each side, there just might be some common ground. It's actually essential to meet in the middle in some ways, because like it or not, Gen Z is crucial for filling the gaps in our skilled trades labor shortage. Not only that, but Gen Z also bring fresh perspectives that will drive innovation and keep our businesses competitive as the market evolves.

If we can see - and work - past some of the initial misgivings with Gen Z, we'll find that their unique problem-solving techniques and diverse views can help get us to the next level in productivity. We can leverage their comfort with technology and tech-savvyness to increase the use of digital tools, smart systems and automation.

But how? There are traits and themes in each generation that simply aren't going to change. Yet, what one generation sees as unprepared, unmotivated and unprofessional, another may see in an entirely different light.

The reality of where Gen Z is coming from is this: They put an emphasis on a digital-first mentality and desire for work-life balance. They also prioritize meaningful work. They often seek out work that aligns with their personal values, such as sustainability and social responsibility.

Are things like work-life balance, meaningful work and personal values something that the trades can offer to Gen Z?

Well, they have to be. Even if those things already exist, it's the responsibility of the older generations to prove it. To communicate it in a way that resonates with everyone in the building and in the field. Because when our young generation has found what they're looking for, some of those not-so-desirable traits will begin to fade - if not disappear altogether.

There's work to be done on both sides, but the good news is that the smallest mindset changes the simplest gestures will go a long way in creating the best and most diverse workforce yet.

What Gen Z can do:

• Observe and adapt to company culture.

• Learn how your employer defines professionalism.

• Maintain a growth mindset and demonstrate willingness to learn.

• Ask thoughtful questions of your mentors and superiors.

What managers can do:

• Balance traditional values with flexibility and an open mind to new ideas.

• Provide clear expectations and structural training.

• Initiate a mentorship program that encourages continuous and constructive feedback.

• Don't forget that you were new once, too.

The traditional parts of the job and approaches to the work aren't going away. There will always be long days, a hierarchy of those in charge, responsibility to the company that's paying you to do what they ask. But within all that, there's room for growth and flexibility.

Managers in the trades who can create an environment where Gen Z workers feel understood and supported, are building a stronger, more dynamic workforce that is prepared to meet current challenges and future demands.