It's the first time in history where five generations are working under the same roof (pre 1945, Baby Boomers, Gen X, Gen Y and Linksters - after 1995). So arguably, understanding one another is the most important asset for any team. As Gen-Yers make-up the biggest population to affect the hospitality industry, how do we attract these future leaders?
A few things to know about this group:
- In their life time, they will have 7 careers
- High probability that the hospitality industry may be their first career
- They are not lazy, it's just that their motivation is different
- Unlike previous Generations, this group thinks that they are in trouble when their boss doesn't speak to them
When I speak to these "up-and-comers", they are very invested in a company's vision and purpose. They don't want to hear about the technical aspects of the role but instead the cultural make-up of the company and the owner's vision. They want to know that they can learn and grow within your organization for the duration of their career-pitstop. Remember, you can teach someone the hard-skills but you cannot train for the soft-skills.
When you start asking the right questions within your organization, you'll inevitably attract the right leaders and potential leaders.
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