With the many anticipated and ongoing retirements of those who are “seasoned” personnel in the federal government it would be a positive move to embrace the younger generations and prepare them to take on the responsibilities of daily duties necessary to maintain vibrant agencies that serve the citizens of our nation. It is my belief that generational differences should be considered by all personnel.
In most cases agencies have employees ranging from “Baby Boomers” to “Millennials”. As a Baby Boomer I have found it very interesting and exciting to work with millennials. Although I have now retired from the federal government, I still mentor government employees who are Millennials and Gen X. I view the mentoring relationships as mutually beneficial. I have learned a great deal about their generation and it appears they are learning a lot about my generation.
It is fascinating to me when we find common ground. I am a person who sometimes appreciates detailed instructions and clear expectations for an assigned task. Then I like to be left alone to figure it out and understand the task before sharing it with others. I find that Millennials and I have that in common. I am very aware of the benefits of teaming and it is more beneficial when every member of the team is clear about the goal. It generally helps to keep members of the organization’s team moving in the same direction. A friend of mine once reminded me that you have to “get everyone on the same bus and it is even more important to ensure folks are in the right seat.”
That is critical when Millennials and Baby Boomers are working together. I use a variety of technologies on a daily basis but Millennials are far more tech savvy than me. I put their skills to use to find efficient methods for communication, training, research, strategic planning, record keeping and any other business process necessary for problem solving. It increases the Millennials perception of how they are valued in the organization.
I find that I have a little more patience than my Millennial colleagues. What ever it is they want for themselves, they often want it now. The Millennials I work with are intelligent and highly educated. I take time to listen to their rationale for career, family, business and social goals. I try to gently discuss any steps they may have missed in their thinking and planning. They appreciate that I am not forcing my thinking and analysis on them but supporting and clarifying based on my experiences. I try to lead them in the right direction because adversity can be quite challenging to some Millennials.
As a Baby Boomer I know I am “old school”. And yes, I still have some vinyl records! But I am a good listener. I find that Millennials truly appreciate a good listener and appreciate a supporting relationship in the work environment. This leadership strategy can build trust.
Comments are closed.
