Boomers, millennials, and reverse mentoring

Joe Jancsurak
Editor

Like many of you, I’m a baby boomer old enough to remember the day JFK died. Unlike many of you, however, my workplace is brimming with millennials from whom I learn a great deal. This practice of baby-boomer managers gaining from young employees a greater understanding of social media and how to better manage and lead has a name – reverse mentoring – and it’s taking off as companies such as GE and Cisco formalize the practice.

The road to ruin, though, is paved with good intentions. And if baby-boomer corporate decision-makers over-formalize their reverse-mentoring practices, millennials may look elsewhere for less-structured environments.

That’s where small to medium-sized businesses – and most greenhouse growers fall within that range – have an advantage. Your business thrives on getting the job done in a no-nonsense manner. That’s attractive to millennials.

The downside, as pointed out in “The Graying of the Industry” interview with recruiter Todd Downing (page 48), is that horticulture is also known for long hours and less-than-stellar salaries. Furthermore, USDA labor stats show the average age for agriculture jobs, including horticulture, is 57.1. If that demographic is characteristic of your key personnel, then you need to take action. Here’s how:

• Be proactive in seeking and retaining young talent. Create incentives for innovating, provide flextime opportunities, and think outside the box. My employer, for example, offers employees a unique sabbatical program.
• Work with your schools. Represent your industry by speaking with students on career opportunities in horticuture.
• Get involved with your associations. OFA’s Generation Next, for example, may be well worth your time.
• Contact your legislators. Some states are designating funds for improving or restarting high school agricultural or horticulture classes. Is yours?
  
  

Joe Jancsurak, Editor | jjancsurak@gie.net
216-236-5960 | Twitter: @Greenhousemag