Let’s suppose you have a position open at your factory. How long has it gone unfilled? How much is that costing you? 

If you don’t know that number, you should. Those open positions are costing you a lot. 

I can hear you yelling, “We can’t find good people!” 

Stop it! The blue-collar world has said this since 2001. It was stupid then, and it’s stupid now. 

“But if I hire a 20-something, I’ll have to train them!” Yes, you will, and that costs money. But what is it costing you to keep that position vacant? How much productivity are you losing? 

Let me help. Have you considered hiring Gen Z?

Generation Z

Generation Z was born between 1997 and 2011. About 30 million of them are between the ages of 18 and 25. They’re at the start of their careers. They don’t have a lot of life experience, which means they don’t have a lot of flaws to overcome. They’re not set in their ways.

Each generation has its strengths. Gen Z loves to solve problems, usually by looking up the answers on Google or Youtube. They know everything is findable, if you know how to search. A question isn’t a problem until you can’t find its answer online. 

In the blue-collar world, this philosophy often clashes with the old timers’. The experienced folks, the Boomer generation, have built up their knowledge through trial and error. They don’t want or need to look things up online. They have an innate sense that they know what they’re doing. 

You probably have a lot of old-timers right now, and that’s great. But you’re afraid that if you hire a bunch of Gen Z’ers, there will be a culture clash. After all, what could Boomers and Gen Z possibly have in common? 

Actually, a lot.

Boomers and Gen Z grew up differently, it’s true. But I’ve done the research, and there are many points on which Boomers and Gen Z tend to agree.

Both groups think ahead. Among Gen Z, 85% are thinking one year or more ahead, and more than 25% have a five-year plan. And like Boomers, Gen Z tends to stick around. Over 50% say they want to stay with their employer for more than three years.

So put your fears to rest. They’ll get along just fine. Besides, people are always people. Conflicts will happen. You’ll handle them like you always have. 

Add Value 

Another reason to hire Gen Z: they add value to your business. 

There’s an HVAC company’s ad I’ve heard on the radio. They claim that all their people have 20+ years of experience. “No greenhorns,” they say. 

It sounds good on paper. The customer gets an experienced technician, and everyone’s happy, right? Well, maybe. 

But what is this organization going to do when all their techs decide to retire? Are they going to shut the business down? What is the exit strategy? 

What if you had a continuous talent pool to draw from, and solved the problem others complain about? You would add significant value to your company!

When you support and build your own talent, you create longevity in your business. You’re not hiring someone else’s problems, either. You might have to spend more time supporting them as they learn. But they will learn. And you’ll have people to carry on the business after your old timers leave one by one.

Bridging the Generational Gap

While Boomers and Gen Z will find things to agree upon, they obviously grew up in different eras. It’s difficult to imagine now, but Boomers grew up in a time when kids played outside all day. Their parents had no idea where they were at any given time. Kids just had to be home in time for dinner. 

Gen Z is different. Everything in their lives has been scheduled: school, playdates, swimming lessons. Spontaneous play hardly exists. Their lives are in their phones and tablets. 

Boomers and Gen Z experience the world differently, and that’s ok. It’s our job to accept and embrace the generational gap. They can learn from each other, and your business can benefit. 

You can find good people if you’re willing to look and think a bit differently. If you’re not sure how to proceed, consider hiring a coach. 

I’m Brad Herda, business coach, and blue-collar expert. I’ve worked with many businesses like yours to bridge the generation gap and build value. If you’re wondering how to attract Gen Z into your business, let’s talk. 

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Need more? Follow Brad at the Blue Collar BS Podcast.