This episode challenges generational stereotypes and offers nuanced, actionable advice for leaders looking to bridge divides, foster engagement, and future-proof their organizations.
Below, we break down the main themes and expert strategies from the conversation, offering in-depth guidance for manufacturing leaders navigating generational dynamics.
1. Move Beyond Stereotypes: Focus on Communication, Not Labels
Key Insight:
Stereotypes such as boomers being resistant to change, millennials being complainers, and Gen Z being rule-breakers are oversimplifications that hinder progress. The real challenge is not the generations themselves but how leadership communicates and engages with each group.
Actionable Advice:
- Assess Communication Styles:
- Audit how information is shared across your organization. Are you relying on informal, word-of-mouth knowledge transfer, or do you have structured, accessible channels?
- Solicit feedback from employees of all ages about what communication methods work best for them.
- Challenge Assumptions:
- Avoid making decisions based on generational stereotypes. Instead, focus on individual strengths, learning preferences, and motivations.
- Promote Inclusivity:
- Create forums (e.g., town halls, cross-generational focus groups) where all voices are heard and valued.
Expert Take:
Douglas Cox emphasizes that the real issue is not generational differences, but leadership’s ability to adapt communication and engagement strategies.
2. Embrace Transparency: Clarity is Key
Key Insight:
Transparency is a non-negotiable for younger generations, especially Gen Z, who expect clear, upfront information about job duties, company direction, and their role in the bigger picture.
Actionable Advice:
- Define Roles and Responsibilities:
- Develop clear, written job descriptions and onboarding materials.
- Regularly update these documents as roles evolve.
- Share the “Why” and “How”:
- Don’t just assign tasks, explain the reasoning and impact behind them.
- Use visual aids, process maps, and real-world examples to illustrate concepts.
- Break Down Vision into Actionable Steps:
- Translate long-term goals into short-term, achievable milestones.
- Communicate progress regularly and celebrate small wins.
Expert Take:
Jeremy Axel notes that Gen Z disengages when vision is too abstract or fragmented. Leaders must break down big-picture goals into manageable, actionable steps.
3. Adapt to Gen Z’s Learning Style: Information-Driven and Tech-Oriented
Key Insight:
Gen Z employees are self-directed learners who thrive on structured, accessible information and technology. They want to understand not just what to do, but why and how.
Actionable Advice:
- Leverage Technology:
- Use digital platforms for training, documentation, and communication (e.g., learning management systems, video tutorials, digital SOPs).
- Scripted Instructions:
- Provide step-by-step guides and checklists for complex tasks.
- Supplement hands-on training with digital resources that can be accessed anytime.
- Encourage Self-Directed Learning:
- Offer curated resources (articles, videos, forums) for employees to explore topics independently.
- Recognize and reward initiative in seeking out new knowledge.
Expert Take:
Douglax Cox highlights that Gen Z’s “disengagement” is often a mismatch between their learning expectations and traditional, informal knowledge transfer methods.
4. Foster Flexibility and Trust: Autonomy with Accountability
Key Insight:
Gen Z values autonomy and flexibility in managing their work, but they also want to be held accountable for results. Trust is the foundation for this balance.
Actionable Advice:
- Flexible Work Arrangements:
- Where possible, allow for flexible scheduling or remote work for tasks that don’t require physical presence.
- Set Clear Expectations and Metrics:
- Define what success looks like for each role and project.
- Use objective data to review performance, not just subjective impressions.
- Build a Culture of Trust:
- Empower employees to make decisions within their scope.
- Provide regular, constructive feedback and support.
Expert Take:
Jeremy Axel dispels the myth that Gen Z is entitled or unwilling to execute. Instead, he stresses the importance of trusting teams to manage their responsibilities and using data to ensure accountability.
5. Prioritize Knowledge Transfer: Capture Tribal Knowledge Before It’s Lost
Key Insight:
With a wave of retirements looming, manufacturing companies risk losing critical “tribal knowledge”, the deep, often undocumented expertise of veteran workers.
Actionable Advice:
- Document Processes and Best Practices:
- Create written SOPs, video walkthroughs, and process maps.
- Involve experienced workers in documenting their workflows and tips.
- Mentorship Programs:
- Pair retiring or senior employees with younger workers for hands-on, experiential learning.
- Rotate mentorship roles to expose mentees to different perspectives and skills.
- Knowledge Repositories:
- Develop a centralized, searchable database for all documentation, accessible to everyone.
- Regularly update and audit the repository to ensure relevance and accuracy.
Expert Take:
Jeremy Axel shares a cautionary tale about a new hire who didn’t know how to mail a letter, underscoring the importance of not assuming basic knowledge and the need for thorough onboarding and documentation.
6. Select and Empower the Right Mentors
Key Insight:
Not every skilled operator is a natural mentor. The best mentors are those who enjoy teaching, can communicate clearly, and are invested in the success of others.
Actionable Advice:
- Identify Mentor Qualities:
- Look for patience, communication skills, and a genuine interest in developing others.
- Provide Mentor Training:
- Offer workshops on coaching, feedback, and adult learning principles.
- Recognize and Reward Mentorship:
- Acknowledge mentors’ contributions in performance reviews and company communications.
Expert Take:
Doug and Jeremy agree that mentorship is a cornerstone of successful multigenerational leadership, but it must be intentional and strategic.
7. Systematize Knowledge Management: Build a Learning Ecosystem
Key Insight:
Relying on individual memory or informal knowledge transfer is risky. Systematizing knowledge ensures continuity and supports a culture of continuous learning.
Actionable Advice:
- Standardize Documentation:
- Use templates and guidelines for all process documentation.
- Encourage Continuous Improvement:
- Regularly review and update procedures based on feedback and new insights.
- Promote Knowledge Sharing:
- Host regular “lunch and learn” sessions, cross-training, and collaborative problem-solving workshops.
Expert Take:
Jeremy Axel envisions an ecosystem where knowledge is transparent, organized, and accessible, reducing reliance on any one individual and supporting organizational resilience.
8. Bridge Cultural Gaps: Respect and Leverage Diverse Perspectives
Key Insight:
Older workers may value grit and experience, while younger workers seek clarity and support. Both perspectives are valid and can be leveraged for mutual benefit.
Actionable Advice:
- Facilitate Cross-Generational Dialogue:
- Organize roundtables or team-building activities that encourage sharing of experiences and viewpoints.
- Acknowledge and Address Fears:
- Recognize that change can be unsettling, especially for those accustomed to established routines.
- Provide support and reassurance during transitions.
- Celebrate Diversity:
- Highlight success stories where cross-generational collaboration led to innovation or problem-solving.
Expert Take:
Both hosts stress the importance of recognizing and respecting different perspectives to build a collaborative, high-performing team.
9. Lead Change Positively and Inclusively
Key Insight:
Change is inevitable, and not everyone will embrace it. Leaders must guide their teams through transitions with empathy, clarity, and a shared vision.
Actionable Advice:
- Communicate the Benefits of Change:
- Clearly articulate how new technologies or processes will improve work for everyone.
- Involve Employees in the Change Process:
- Solicit input and feedback before, during, and after implementing changes.
- Prepare for Turnover:
- Accept that some employees may choose to leave, and plan for smooth transitions.
Expert Take:
Jeremy Axel reminds leaders that it’s okay if some older workers eventually move on, but organizations must be proactive in preparing for the future.
Conclusion: Turning Generational Friction into Operational Advantage
The manufacturing industry stands at a crossroads, with generational shifts creating both challenges and opportunities. By moving beyond stereotypes, embracing transparency, adapting to new learning styles, fostering flexibility, prioritizing knowledge transfer, and leading change inclusively, leaders can transform generational friction into a powerful operational advantage.
Key Takeaways:
- Communication and transparency are the foundation of effective multigenerational leadership.
- Structured onboarding, documentation, and mentorship are essential for knowledge retention and employee engagement.
- Flexibility, trust, and respect for diverse perspectives foster a culture of innovation and resilience.
You can watch “Leading Across Generations" on YouTube And as always, the audio version streams free on Apple Podcasts and Spotify.
