Generational differences: get used to them

I might have mentioned in this column I had a former life in the golf industry. At the end of that career, I supervised a ground maintenance crew of about 40 men and women ranging in age from 16 to 65.

I thought about that experience as I sat in on a Hospitality Business Breakfast last month. Each month in Bloomington, the Business Breakfast hosts one speaker to address the various challenges in the hospitality business. This month, it was John Behrends delivering a presentation titled “Age Diversity in the Workplace.”

Having trouble relating to your cynical Gen-X employee, or the multi-pierced Generation-Y job applicant? Well, Behrends, 69, a former science teacher and football coach, tackled the issues.

What was interesting about the session wasn’t that we were surprised to find significant differences in attitude between the generations—we weren’t surprised. What I came away with, at least, was that just about everyone in management needs to figure out a way to access the talents of multiple generations, because there’s going to be an increasingly broad range in the workplace.

I experienced this out on the course. The early years, we mostly employed teenagers from the area to cut grass with the hand mowers, and young men (20s and 30s) to operate the larger equipment. When the company grew and we began construction on a second course, we tapped, mostly unintentionally, from a larger pond. In 2001 when the economy tanked and we were in the throes of construction, a few middle-aged men who had taken early retirement applied—and not for the free golf. The retirement savings they had invested and watched grow large during the 1990s took a serious hit, and they were looking for extra cash while they decided if they had to resume their former careers.

And while we always had a few 65-and-older retirees coming out to work part time, after 2001, again, the number increased—many needed the extra money. And, to fill needs with the new course’s construction, we sought out the help of a placement agency, and through them, tapped into the Twin Cities’ Hispanic community, eager for full-time work.

One of my jobs was to figure out the strengths of these individuals, and put them in a place they could succeed and—let’s be honest—make my and my supervisor’s lives easier. This wasn’t always easy. Not only were there generational differences, but individual competence and cultural issues to deal with. And when you’re talking about different cultures, they aren’t going to slide neatly into the generational generalities of North America. And within the foodservice and hospitality industry—like other “blue collar” industries—many cultures are involved.

Still, it’s worthwhile to examine generational differences. Take the Gen Xer, for example—I’m one of them. We’re a cynical bunch overall. Raised in single-family homes, fending largely for ourselves with few role models. According to Behrends at the Business Breakfast, Baby Boomers have a love/hate relationship with authority, where Generation X is, overall, unimpressed with it. “They don’t care about the credentials and awards on the wall,” he said. “You need to prove your competence.”

That might be interpreted as arrogance, but shouldn’t be, Behrends added—Gen Xers prefer leadership from those who prove they can do the job. But with that, we actually enjoy mentoring from a competent person, and prefer leadership by consensus.

I guess I can relate to that. Out on the golf course, one of the retirees we hired was a former union pipe fitter. I discovered that while I was standing waist-deep in a hole, trying to figure out how to repair a poorly designed pipe junction in a fashion that wouldn’t explode in a year’s time, as it had done annually. The short story is, he kneeled on the ground, pointed his finger and the multiple problems, gave words of encouragement, and, in an hour, the repair was done, and I made a point of bringing him with me on every difficult repair to soak up his knowledge. A recent report from a friend of mine still on the course is, that junction is still holding.

What’s the point of my ramblings? Behrend’s chat made me think of many things heading our way in foodservice and other industries. More generations are going to be working together as life expectancy grows and retirement funds and pensions can’t keep pace. It’s important to recognize some general traits within the working generations to have any chance of building a cohesive team, where everyone can learn from each other. Where Gen Xers prefer flexibility and balance with their careers and tend to be global thinkers, the Generation Y (or Millennials), are obsessed with achievement. Where the World War II generation (or, as Tom Brokaw labeled them, the Greatest Generation) believed more in personal sacrifice, the Baby Boomers practiced more self gratification, often with the inheritance left by their parents. “The Boomers are enjoying $28 trillion in inheritance,” Behrends said.

These traits aren’t right or wrong, Behrends added, just different values developed by the experience of events. In short, make an effort to understand your employee or applicant. And for more information about the monthly Hospitality Business Breakfast, visit www.hospitalitybusinessbreakfast.com, or contact Stuart Gray at 952-226-3878.


Sampling the Sample Room

I like the small plate trend more and more. Sure, a great entrée is a satisfying indulgence, but it’s an entirely different sort of indulgence to get some people together, order piles of food from the menu, and share. I hate to admit it, but I’d never been to The Sample Room in Northeast Minneapolis. I had the pleasure of meeting the former chef, Michael McKay, and enjoyed his great cooking at food events around town, but just never made it in there. What better excuse than now, with the new guy, Peter Maccaroni, at the helm.

Joining us at the table was Ben and Jodee McCallum, owners of Three Sons Signature Cuisine, a local high-end catering company. In addition to corporate meals, weddings and other events, Ben creates his own small plate specialties for a monthly wine event Three Sons holds at the St. Anthony Main Event Centre, called A Wine Affair. One nice thing about dining with a chef, there isn’t any food that’s off limits. The Sample Room’s menu divides into several sections, including cheese, meat, seafood and vegetable plates—three were selected from each.

Now, there’s a difference between the palate of an enthusiast—that’s me—and the palate of a trained chef—Ben (and Jodee is no slouch, either). I eat and appreciate, and wonder how things are done. The Three Sons husband-and-wife team ate, and noted particular flavors in each dish. I scribbled frantically on a menu to remember things, Ben and Jodee’s notes were tucked away in their mental file cabinets, to be pulled out when needed. Ben also noted the small kitchen, and was very impressed with the high quality items that poured out to feed the packed dining room—this is an observation lost on most casual diners.

Amid conversation that ranged across multiple topics (and an adult beverage or two) the verdict was simple: excellent. I only wish I had the space to write the particulars.


Conference reminder

Last year’s Foodservice News Restaurant Business Conference was the largest in its history. This year, our sixth annual conference, promises to be even larger. And I’m not just saying that. We’ve focused the topics on what’s shaping the industry—using local food products, efficient and money-saving restaurant design trends, using the media to your advantage and building a successful restaurant company through smart growth. Check out the brochure mailed with this magazine and sign up. The conference will be held on Monday, September 24 at the DoubleTree Park Place in St. Louis Park. For more information, give us a call at 612-767-3200.