5 Surprising Habits of Boomer Bosses Who Get Millennials

Conventional wisdom: Cater to Generation Me

On the contrary: Treat Everyone as an Adult

The relationship between boomers and millennials in the workplace gets a lot of bad press. Yes, the two groups may have different ideas about social media and flexible schedules. But for a company that prizes growth and entrepreneurship, embracing the next big thing–without losing the wisdom that comes with age–is the difference between stagnation and survival.

Here are five pieces of advice from a boomer who has learned to recruit, retain and appreciate millennials in the workplace.

1. Tackle Tough Problems Together

From interns to senior employees, everyone feels invested when their work matters. Don’t reserve your toughest-to-solve problems for your top-level managers. Pose questions to your interns and entry-level employees, too–you may be surprised to find who is sitting on a possible solution.

It seems simple, but rigid hierarchies and layers of bureaucracy stifle information sharing and innovation. Instead of wasting time on mentoring programs, mix up your project teams so that the two groups learn from each other in practice instead of in theory.

2. Foster a Community (Outside) of Work

Research shows millennials care more than boomers about a healthy work/life balance. Instead of trying to make work a party (although we do have fun), I just take a dad-like approach, footing the bill for things such as volleyball leagues, gym discounts and kayaking. I do my own thing on the weekend, and they do theirs.

Groups of smart, creative people having fun together are magnetic. My millennial employees are my greatest recruitment and retention tool. Instead of working to keep them in my building after hours, ensuring that they have fun outside of work improves morale, enhances collaboration and spreads our brand organically.

3. Hand Over the Keys

Offering a big project, a budget line or a new relationship to a younger employee feels risky, but it’s the only way to grow their skills and the company. They’re going to have to drive eventually, and practice is the only thing that will make them better.

It’s a scary thought, but with the long game in mind–retirement, transition, sustainability–the scarier thought is a group of untrained and untried employees taking over the reins.

4. Let Them Grow–and Travel

Millennials are more interested than their counterparts in global travel. Professional development and trade shows are fine, but make sure you’re offering opportunities for your best and brightest beyond a three-day stay at an airport Ramada in Atlanta.

Instead of relocating employees, I’ve initiated six- to nine-month assignments at our overseas offices and sent groups to scope out new ideas in new cities. Think of these opportunities as business and staff development. An added bonus: The employees we send overseas have some of the highest retention rates.

5. Learn From Them

Earning respect from millennials really isn’t different than earning the trust of any other employee. The easiest way to develop rapport is to listen to their feedback and uncover their expertise. Millennials know a lot more than I do about technology, and their guidance helps me separate what is workable and innovative from the outrageous and the mundane.

Each day I try to learn something new, even if it’s just a new word. My headquarters has an open floor plan, and I spend a lot of time walking the sales floor and talking to employees. That sort of exposure and communication means we’re all more likely to learn from each other and push the company forward in the process.