b'HUMAN RESOURCESIndeed, now is no time for one size fits all strategies.Like all construction professionals, those working Every cohort comes to the job site with their ownin the sewer and watermain sector are also looking needs, expectations and workplace considerations thatfor experiences that align with their personal values must be understood to win their loyalty. And whetherand career objectives. These objectives can vary that means catering to tech-savvy Gen Zs, findingsignificantly between each group, with Boomers a work-life balance for Millennials, empoweringgenerally eyeing work that recognizes their value to the entrepreneurial Gen Xers, or keeping Builders andcompany, Millennials and Gen Xers seeking career-Boomers engaged, it pays to know how to workwithbuilding opportunities and work-life balance, and each generation. younger workers seeking opportunities to gain traction in the industry. SPEAKING THEIR LANGUAGE Of course, not all workers within any generation can be Its well-worn advice, but its true: communication ispainted with the same brush. Similarly, Boomers and essential to managing todays diverse workforce. OneBuilders may also want the same thing as their younger of the keys to managing this multi-generational work- co-workers. Nevertheless, the same advice applies: force is recognizing that each generation is looking forengaging each group in a multi-generational workforce employers who respect them, listen to them and involvetakes a multi-pronged approach.them in the big picture, insists Claringbold.This is as true for veteran professionals as it is forWe hear myths about how Millennials arent loyal industry newcomers. The methods of communication,and just like to move around, but thats not necessarily however, can take different shapes depending on howtrue, says Claringbold. They want to be involved, each cohort prefers to interact. Younger generationsvalued and challenged, and they want to do whatever may be more comfortable with virtual communicationsit takes and stay with the company long-term. So, if you want to win their loyalty, dont leave them out of (e.g., e-learning, virtual conferences, emails and socialconversations and dont resist their ideas just because media). In contrast, older generations often preferit goes against traditions. Hear them out and look for face-to-face interactions or less tech-heavy interactions.opportunities to get them more invested in the project.Similarly, adds Claringbold, the tone and messagingYounger generations are more comfortable with using may also differ between generations: So, its abouttechnology in all aspects of their lives. As such, they finding the balance between what motivates eachseek opportunities to fuse similar technologies into the generation and how they prefer to be engaged. work. Employers can leverage this trait by investing in CROWLE FITTINGS & SUPPLY LTD.TAKING PRIDE IN SUPPLYING QUALITY APPROVED PRODUCTSManufacturers of: Distributors of:Cast Iron Test Fittings for PVC Pipe and FittingsTesting and Locating Municipal Ductile Pipe and FittingsSewer Connections, made in aMaintenance Hole and full range of sizes Catchbasin Frames and CoversExclusive Distributors of: Related Sewer and WaterworksAVK Hydrants and Valves MaterialFor Product Information & Waterworks Requirements Call:905-793-2222 or 1-800-465-9801H 2 OSWCASpring 2020 15'