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Baby Boomers, Millennials, Gen X-ers and Gen Y-ers&#8212;restaurants will usually have employees from each of these generations working in their establishments. While such diversity can be a good thing, age gaps can often cause turmoil within the ranks, and differences in learning styles can create problems when it comes to communication and employee retention. Here are four things restaurants should consider when looking to overcome generational differences and boost retention. 1. Work means different things to different generations. Meeting the expectations for each age group takes a little bit of creativity. Baby Boomers have a strong need to be recognized for the work they do and the accomplishments they make on the job. Millennials, on the other hand, come to jobs with certain expectations about what their employer should be providing, and they can be pretty adamant about having those expectations met. 2. Each generation learns differently. How you train your employees makes a big difference. Millennials have very little tolerance for long education sessions&#8212;they expect training to be provided as they work and as they need to tap into that knowledge. Older generations are the opposite&#8212;they generally have a higher tolerance for those traditional classroom-style training sessions. 3. Communication for a 60-year-old is very different than it is for a 16-year-old. The way employers communicate with their workforce needs to be considered generationally. Millennials want transparent, constant, complete information about everything. They also have a strong need to know why they&#8217;re doing what they&#8217;re doing&#8212;in other words, don&#8217;t expect Millennials to do something just because the company said so. Older generations, however, tend to be more tolerant and more compliant when it comes to doing a task the &#8220;company way.&#8221; 4. Career success is defined differently. Millennials expect to move up the ladder fast and want their career path to be crystal clear&#8212;they work best when they know what needs to be done in order to succeed. But Boomers, for example, are different. They have a deeper sense of loyalty to their organizations, and they thrive under the belief that only the toughest, hardest workers survive. <a href="http://www.fastcasual.com/articles/nra-2016-5-tips-for-retaining-employees-of-all-ages/?utm_source=1851franchise.com&utm_medium=article&utm_campaign=from-baby-boomers-to-millennials-four-tips-for-retaining-employees-of-all-ages-4796" target="_blank" rel="nofollow">Click here to read the original article.</a>

1851 Franchise

Employee retention is one of the biggest hurdles in the food service industry. But paying attention to generational difference among employees can help make your restaurant a place that workers want to be a part of long-term.

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