b'HUMAN RESOURCESinnovative tools or enabling more tasks to be done viaUNDERSTANDING WHAT MAKES mobile devices and collaborative technologies. Overall, adds Claringbold, when managing youngerEACH GENERATION TICK AND generations, its important to recognize that these groups can be just as committed to an employer if they feel that same loyalty and understanding in return:APPLYING THOSE INSIGHTS TO YOUR People sometimes think that its just about the money with younger generations, but thats not the case. For many, its about finding a company that will help themOPERATIONS IS KEY TO UNLOCKING build an enriching, long-term career.Many of these same motivators apply to the BuildersTHEIR FULL POTENTIALand Boomers of the sewer and watermain workforce. Many are tech-savvy in their own right, and they share an equal need to feel like a valued member of the-Cheryl Claringbold,team. Still, older generations have their own needs and goals as they near the end of their careers. HR Performance and ResultsConsider offering Boomers different, flexible oppor-tunities to share their years of knowledge and industry insights, says Claringbold. Employers can also benefit from moving Boomers into more leadership roles, ifNEED TO ATTRACT NEW WORKERS they havent done so already, as well as positions whereThe latest statistics indicate that nearly 91,000 skilled they can inform policies and strategies moving forward.construction workers are eyeing retirement. So, while the discussion today may focus on managing a multi-A lot of these employees are nearing retirement,generational workforce, employers in the sewer and but they dont just want to quit cold turkey, sayswatermain business also need to be talking about how Claringbold. For these team members, its aboutto attract and retain those who will take their place. finding ways in which they can impart their technicalMost recent estimates show that by 2030 Millennials and industry knowledge. For some, it could meanwill represent 75 per cent of the workforce, reports becoming a trainer or a team lead, while othersClaringbold. That means employers need to tailor their may not want that extra responsibility. Here again,recruitment strategies to include these individuals.managing older generations comes down to learning what drives them and how they would prefer to windBy and large, that means reaching out to younger down their careers. generations on their home turf (e.g., schools, social media, college programs) and promoting experiences MENTORING AND COACHINGthat will attract and foster Gen Ys, Gen Zs, and career-Certainly, the great advantage of a multi-generationalseeking Millennials alike. It also means boosting the workforce is the wealth of knowledge and perspectives itprofile of the industry itself by dispelling industry provides. The key to managing a diverse team is findingstereotypes (e.g., grunt work, low pay, unrewarding ways to share those experiences across generationaltasks, etc.) and spotlighting the benefits of a job in lines. Mentoring is a great way to engage both the olderthe field (e.g., work-life balance, financial rewards, and younger generations, says Claringbold. A mentorchallenges, career opportunities, etc.).provides guidance and direction to a menteeusually a junior-level employee with similar interests who mayIf you want to attract younger generations, you aspire to the position of the mentor. The mentor hasneed to focus on the experience, says Claringbold. achieved success within the industry, and voluntarilyCommunicate your companys value, promote your shares his or her expertise with the colleague.culture, and show them what a job in the sewer and watermain industry is actually like.Claringbold adds that mentoring is oriented around relationships and focuses on the future. Although theA generationally diverse workforce drives industry mentor and mentee might initially focus on certaininnovation, growth and success. Managing a learning goals or competencies, over time they developdiverse workforce, however, is no small challenge. a bond and rapport that can transcend throughout theUnderstanding what makes each generation tick and workplace over a long period of time, leaving both theapplying those insights to your operations is key to young and older generation that much more invested.unlocking their full potential.Coaching, on the other hand, is a great tool forEmployers need to make communication a priority and training employees on a specific task. Coaching isunderstand that there is no longer one approach that oriented around defined tasks. Coaches, who may orfits everyone across the board, says Claringbold. The may not be employees, are often called upon to helpneed is to acknowledge and work with each generations individuals become more proficient in certain areasdifferences, support work-life balance, encourage or address important workplace skills they mightteamwork, keep up with new trends, and get each cohort be lacking, explains Claringbold. Mentoring andinvolved in the exchange of ideas. Thats how you create coaching are a win-win for all generations.a happier and more united workplace.16 H 2 OSWCASpring 2020'