Each generation is unique, and so is the new wave of talent that businesses are welcoming today. Undoubtedly, this new generation does things differently, and leaders are scrambling to find that one magic formula to retain, value, and harness their unique skill set. Might changing our businesses' culture and creating brands that align with the new generation's value be the key to tap into this powerhouse?

I recently sat on a panel for the Brandology Leadership Summit hosted by David Mauro and Mark Moser. I wanted to share some points from the summit with you that I believe every business leader should know about inspiring the new generation, building community, and fostering growth.

Inspiring the new generation of talents

The next generation of talent has much to offer. As VP Marketing Technology at Del Taco Restaurants, Erin Levzow, said, “When new folks start in my team, I will always hire energy and the need to question the world over experience because I believe those people ultimately move further.” Yet, with that energy and passion, there needs to be intentional guidance from leaders. 

Finding the right talent for their company has always been one of the leaders' greatest challenges. However, if a few years ago it was all about managing this talent, today there is an added challenge to consider. This generation of employees are looking for inspiration, workplaces to grow and develop, and an authentic work culture. Their aspirations go far beyond their title or job position.

Britana Finke, Innovations Branding House, reminded us that nurturing talent is understanding the importance of meeting them where they are at. This process can take time, and it is essential to be present at each step. “Continue to ask questions,” said Finke, “such as ‘How do you plan to harness all that energy and passion into further growth?”

Mentoring and inspiring this bright new generation of employees thus becomes one of the greatest goals for leaders. To do so, it is crucial to ask them great questions for self-reflection and question them on how they can channel their energy and creativity into future growth and learning. 

For leaders, it is important to remember that people only support what they help to create. So, letting them into the decision-making process and encouraging them to lend their voices to create the organization they would be proud to work for is crucial. Encourage all employees to lend their voice to make the whole a better organization.

Ultimately, the goal is to build a business that aligns with the next generation of employees' core values. Since it all starts with the hiring process, make sure you do so by considering the attitude, energy, and curiosity of your candidates. “If you haven’t done the work to clarify your (company’s) purpose, how can you expect people to align to it,” said Dr. Rosie Ward at Salveo Partners. Then, invest in creating an authentic, psychologically safe environment where each person is accountable and failure is accepted as part of a learning curve. 

Making building a community a priority

Businesses, like people, don't survive alone. The pandemic and its consequences have taught that to leaders - if they didn't already know so before. When building the workplace of the future, make sure you are investing in building a community because, really, your network is your net worth. As VP Marketing Technology at Del Taco Restaurants Erin Levzow discussed with us, there are opportunities even in the darkest time - if possible, even more so during a historical moment like this one. Make sure to be the first one out there seeking them and seizing them - for you and your community. 

As a leader, it is crucial to balance the time and effort investment between improving your technical skills and creating stronger relationships with those (organizations and people) around you. 

A new way for a new generation

It’s not surprising that working with a younger generation makes us feel we are sometimes failing to lead well. Dr. Rosie Ward reminded the listeners that, before leaders, we are humans: it's okay to have a bad day or deal with failure - just embrace your humanity and try again. While leaders are undergoing a learning curve to create appealing businesses for the next generation of talents, remember that the struggle is worth it. These new employees are a powerhouse of ideas, individuals with a fresh voice, and highly-skilled workers. They are ready to show their worth and make an impact in today's world. 

When opportunities aren't coming fast enough, make sure you let them in the decision-making process and give them context. This is essential to harness their minds - they might even be the ones to help you see an opportunity you missed. 

In all this, don't forget that new talent are just taking the first steps up that mountain that is their career. Make sure you validate their efforts, track their performance, and offer constructive feedback. “Track monthly accomplishments, explore additional learning opportunities, like e-learning, or another degree that will supply some validation,” said Anna Morgan of Job Search Strategies. Accomplishments - in and outside the workplace - are important stepping stones that allow them to build confidence - and the power they need to make an impact. 

Here at The Farmers Bank, we believe that people will remember how they are treated, so always use kindness, grace, and empathy through a challenging time. I hope you found ideas from this article to apply to the way you engage your team, and I hope it encouraged you as you mentor the next generation of leaders. To hear more, you can download Brandology Leadership Summit wherever you get your podcasts, or you can watch it on YouTube here.