How to Overcome the Challenges of a Multigenerational Workforce

Episode 41


Episode overview

A Baby Boomer, Gen Xer, Millennial, and Gen Zer walk into an office, what could go wrong? 

Five generations coexist today, and four of them can be found within the workplace. In this episode of the Hire Calling Podcast, Pete and Ricky break down the differences between each of these groups and explain why problems are bound to arise with such diverse mindsets working together. While these generations may never be able to fully understand one another, Pete and Ricky agree that flexibility is key for these relationships to function.

While we can’t control these generational differences, our world continues to evolve, and we have to adapt. The question is, are you willing to pay the price of admission? 

If you are a leader struggling with these generational gaps, you are going to want to tune in!

63 minutes

View transcript

Additional resources

Tips for working together through generational differences

  1. Be flexible. Through both your thought process and with your work ethic, and teach all of your line managers and employers the same thing. We can’t control these differences, but we can strive to adapt with them.
  2. Be conscious of social media. Each generation grew up differently, and thought processes change as you get older. Younger generations take out their frustrations online. While this may depict them in a bad light, it can also be harmful to your company.
  3. Times have changed. We have to adapt as the world evolves, and thanks to the internet, employees have power that once did not exist. We need to encourage younger generations to learn from the wisdom of older professionals. 
  4. Be patient. Just as older professionals need to be patient with the new generations coming in, they also need to practice patience with the older generations. Each generation needs to understand they will have a different point of view of the workforce than another. 
  5. Learn how each generation texts. Once we do, the better we can communicate and have those solid relationships at work. We label everything so it’s key to cooperate and adapt to new language through text. Pay the price of admission and be accommodating. 
  6. Practice reasonable empathy. Focus on what shaped each generation. Who they were raised by,  how they grew up, and what was happening during the time have all affected generations differently. Remember that these things have impacted their language, work ethic, passion, and views.

Pete Newsome

About Pete Newsome

Pete Newsome is the president of 4 Corner Resources, the nationally acclaimed staffing and recruiting firm he founded in 2005. His mission back then was the same as it is today: to do business in a personal way, while building an organization with boundless opportunities for ingenuity and advancement. When not managing 4 Corner’s growth or spending time with his family of six, you can find Pete sharing his sales and business expertise through public speaking, writing, and as the host of the Hire Calling podcast.

Ricky Baez

About Rick Baez

Efrain “Ricky” Baez Jr. is a published human resources professional specializing in strategically aligning HR competencies to business goals with a down to earth, common sense approach. Ricky is a four- year veteran of the United States Marine Corps and holds a Masters degree in Human Resources (MHR) from Rollins College and an SPHR certification from the Human Resources Certification Institute. Ricky is also a faculty member for the Master of Human Resources program at Rollins College in Winter Park, Florida.

Transcript

Pete Newsome  00:11
You’re listening to The Hire Calling Podcast, your source for all things hiring, staffing, and recruiting. I’m Pete Newsome back with Ricky Baez on a Friday morning.

Pete Newsome  00:19
Ricky, good morning. How are you?

Ricky Baez  00:22
Um, I’ve been better. But I’m doing great today.

Pete Newsome  00:25
So we weren’t supposed to record today because you’re supposed to be on a cruise on a brand new ship and having the time of your life with your family. And this is not much of a consolation prize. 

Pete Newsome  00:41
You’re not on a cruise. You’re with me recording.

Ricky Baez  00:45
Actually, Pete what was supposed to be happening right now, I am supposed to be really upset that we are getting out of our stateroom and trying to go through customs and get into my car and get home. 

Ricky Baez  00:57
But yeah, no, that didn’t happen. We’ve been looking forward to this cruise on the Disney Wish. For those of you who do not know, that is Disney Cruise Line’s brand new ship. It is beautiful and It’s amazing. 

Ricky Baez  01:07
For the past few months, my wife and I have been going to bed watching YouTube videos on the ship getting ready for his first sailing was supposed to be the third family to sail. Well, the third you know itinerary to sail on the ship. 

Ricky Baez  01:25
And man, one of us got sick right before we had to go and Disney said you can’t come on board, which I completely understand. But yeah, we had to go to plan B and we had to adjust and do a little staycation instead.

Pete Newsome  01:38
Well, you got to watch all the videos. So it’s sort of like you were there.

Ricky Baez  01:43
Yeah, I mean I love how your spinning that.

Pete Newsome  01:48
As you said, you’re dealing with customers right now, which no one likes to do. Waiting in lines again is painful, so instead, you’re in the comfort of your home. And you had a good week I could tell on Facebook you were having fun just not where you wanted to be having fun. 

Ricky Baez  02:02
Well you know what sometimes Pete, you can have the best intention the best plan and you can prepare, but then life has something you know some different plans for you. 

Ricky Baez  02:12
So you can either sit there and wallow at it. Or you know what, let me deal with the handset that I’m dealt, and let’s go to plan B. We enjoyed everything Florida has to offer.

Ricky Baez  02:23
We went to Epperson Lagoon in Wesley Chapel for those of you who don’t know it is a huge man made pool. I guess all pools are man made but it looks like a beach. But it’s man made it is beautiful. 

Ricky Baez  02:34
So we discovered some things in Central Florida that we normally would not have had this not happened. So yeah, I’m okay.

Pete Newsome  02:40
That’s a lot of kids in one poll, I saw the picture.

Ricky Baez  02:45
Oh, man, it was great, though. It was awesome, but you know what? Now I know it’s a great reminder on how to keep a cool head how to just you know what, take it as it comes, and just get ready for plan B. 

Ricky Baez  03:01
It’s all about flexibility there, Pete. And that kind of goes into what we’re talking about today. Right? How to be flexible?

Pete Newsome  03:08
I think so, you seemed to be pretty excited about an article that you read. So why don’t you share that and we’ll get into it?

Ricky Baez  03:16
Yeah, so you know, I’ve been doing this for a long time, Pete and a lot of people, a lot of businesses, they put a lot of stock into how different generations communicate with each other in the office. 

Ricky Baez  03:29
Back in about 2008 or 2009, when I was working for the Orange County government, I was doing their human resources, we had a not an issue, but I had to do a job at the Orange County Fire Department. 

Ricky Baez  03:41
But in their worlds, If you don’t follow orders, you make a mistake, and people actually do die. So I did a training program over there on how the different generations work within the organization. Back then it was baby boomers and Gen Xers that were in the workforce. 

Ricky Baez  03:41
And you had a lot of baby boomers that were in the beginning stages of their retirement. But then the stock market crashed and there was a big recession. It is the bubble starting to bust and they said I got to retire yet my 401k is pretty low. 

Ricky Baez  03:41
We’re going to stick around and they kind of continued on with the top tier positions leading people that were gen x and millennials and it was a really interesting time on how to understand each other in the workforce. 

Ricky Baez  03:41
So that it’s happening again, right now. I don’t know if you’ve seen that in your time while running 4 Corner Resources. 

Ricky Baez  03:41
Because there was a little bit of friction, right between leadership and the firefighters and you know, if there’s any team that doesn’t need to have any friction it is the fire department, right? Because when you make a mistake, people die. It’s not like when you and I make a mistake, we may lose some money.

Pete Newsome  03:57
Yeah well, the generational changes are very noticeable. It’s funny, there was sort of a low that was talked about a lot. I mean, it was, you know, you couldn’t get away from it 10 years ago. And I think when the millennial cliches all started too, come about, and we got away from it for a while, I think and focus on the reality of the situation, and everyone adapted. 

Pete Newsome  05:19
And now here we are, again, after COVID, which seems to be the hot topic, again, is generational differences and having to work together and these generations overlapping. So why don’t we define who those generations are? So we know exactly what we’re talking about here.

Ricky Baez  05:37
So let’s define the five generations we have so far, four of them that are in the workforce right now. The earliest system is that traditionalists were born between 1927 and 1946. Now, these are folks that really went through some hard times in the early 1900s because this is when the Great Depression happened, and there were a lot of people out of work. 

Ricky Baez  06:02
And these folks grew up in an environment where they kept everything, they hoarded everything because everything was valuable, then you’ve got your baby boomers, right? So people started coming back from the war, and there was an explosion in population, and that is 1947 to 1964. 

Ricky Baez  06:19
Then after that, you’ve got your gen x. Gen X was born in 1965, through 1980. That’s us right here. And then your millennials born between 1981 and 2000, and the brand new generation, which is gen z. Generation z, was born between 2001 to 2020. Now, this is interesting, right? Because you and I can’t remember a time when the internet didn’t exist.

Ricky Baez  06:47
Where the rotary phone was in almost every household, and social media was nonexistent. Whereas millennials and gen z’s, especially gen Z, can never remember a time when the internet was never around, they can never remember a time when social media was not a part of their lives. 

Ricky Baez  07:05
So it definitely is a different mindset. So the article I’m reading right now, that’s called generations in the Workplace, statistics show the impact of pandemic by age. This is by David Rice, this was about a year ago that he put that out there. And he starts talking about how the different generations right now clash in the office.

Ricky Baez  07:27
You got for them for the first time, working together with Baby Boomers, Gen X, Millennials, and Gen Z. And Pete, I’m starting to get a lot of clients to give me a call and say, “Hey, can you come in and do this gen gap presentation over at our office” because they’re starting to either see things that are happening, or they kind of are aware of the gap, and they want to prevent things from happening in the future.

Ricky Baez  07:48
And I gotta tell you, the first thing they asked me is, “Can you teach us how to deal with gen z’s?” And I tell them, I can’t do that because I don’t know how to deal with a gen z. I don’t know how to deal with a millennial. What I do know how to do is how to be flexible.

Ricky Baez  08:07
How to be flexible with your thought process, how to be flexible with your work ethic, and you should teach all of your line managers and employees the very same thing how to be flexible. So that’s what we’re going through right now. It’s how to make sure that you have if you guys were a WWE fan back in the day or WWF. How do you control the Royal Rumble in the ring? So we’ll see.

Pete Newsome  08:28
We can’t control it. Right? 

Pete Newsome  08:29
I mean, we know that. So interesting, when you talk about flexibility, I was thinking back to an article that my daughter who was interning for us at the time, wrote about the generations because she’s Gen Z. Now she was born in 1999. And she was looking up, you know, we’re trying to nail down at the time when exactly these generations began and ended. 

Pete Newsome  08:56
And so there seems to be some controversy about that. And I kind of laughed at myself, the millennials ended in 2000. She would argue that it ended sooner than that, I think in the mid-90s. And that’s when gen z began and what makes me laugh about that is no one wants to claim the millennial generation.

Pete Newsome  09:21
They’re all trying to say no, no, I’m not. I’m part of Gen Z. So she would have an issue with that particular definition. 

Pete Newsome  09:32
But I think the point remains that these guys grew up in a different time and we have the Baby Boomers on one end, who believe in, I mean, this is general statements but let’s just caveat that we know that this is not intended to be about anyone individually. 

Pete Newsome  09:53
But hard work long hours, climbing the ladder, so to speak very traditional sort of old school approach. We’re in the middle, as Gen X, we’ve seen both, right? We see the benefits of technology, we see all the good it can do, and we also see the bad that it’s done to us. 

Pete Newsome  10:16
And so that’s how I look at it. I think most of my friends and peers would look at it the same way who are close to my age. We’re like, man, we’re thankful for it all. 

Pete Newsome  10:25
But we also get nostalgic thinking about a simpler time, right? And you know, since those of us who are in that Gen X range is the ones having kids who’ve grown up with technology who don’t know life without it, as you were saying, we see all the pitfalls that come along with it.

Pete Newsome  10:48
Except I think that they’re smarter with it than we otherwise would have been. Because I think that the millennials are the ones that struggle, think, and here’s why. 

Pete Newsome  11:01
It came about when they were learning to become independent people when they were becoming adults when they were in high school when they were in their 20s.

Pete Newsome  11:10
That’s when all this technology came what a bad thing to be thrust upon you and try to figure it out how to not do stupid things, on social media, what was the thing that existed before Facebook?

Pete Newsome  11:25
MySpace?

Ricky Baez  11:26
MySpace, Tom, is Tom, your friend too? He hasn’t returned my phone calls.

Pete Newsome  11:31
You know, I think I created an account didn’t get past Tom with it, and probably never logged in again. 

Pete Newsome  11:38
But these guys were having to make it up as they went along. And in a time of their lives, which is really hard. So I thought about that often with that group. 

Pete Newsome  11:46
Man, what a bad hand they were dealt with that, where the younger ones, my kids they’re native to it. We call my youngest, who’s now 14, we would say he’s a first generation iPad, because he was as a three year old scrolling through an iPad you know, instead of whatever you gave him before that.

Ricky Baez  12:09
sn’t that Isn’t that wild? It blows my mind, Pete because I didn’t get my first cell phone till I was 23. Right. I was 23 years old before I got my first cell phone. And that was back in a time where, you know, you still have to pay by the minute. Right? He had to get to 9 pm when he was free. My son’s nine you know what he wants for Christmas and iPhone. All right. So yeah, it’s different. I would venture to guess yes, I guess you and I are saying the same thing. It’d be easier for somebody to grow up with this technology and is easier for them to deal with it than someone like, like you and me. It Pete, I still don’t know how to use Snapchat. Right? And that seems to be old technology, and just learn how to use TikTok.

Pete Newsome  12:55
Yeah, well, you probably shouldn’t use Snapchat.

Ricky Baez  13:00
Do you know that? Well.

Pete Newsome  13:02
I’ve met a group text, with some friends. And one of them said, Well, I just invested more in the Snap because I keep hearing how it’s so popular. Mike, is anyone who’s not in school talking about Snap?

Pete Newsome  13:18
And he’s like, No, good point. But I mean, I don’t know. I don’t hear about that one as much. But yeah, I mean, what a minefield to walk through. That’s how I always think of it with, with these kids, but I do believe that the generation who is is native to at all, they don’t struggle as much. 

Pete Newsome  13:38
I mean, that’s my optimistic take on it, where they’ve been warned from, from the start, don’t post anything that you wouldn’t want to be shared. But the millennials have had to deal with it in a much different way. 

Pete Newsome  13:52
No one was there to warn them. No one knew to warn them. Right of all these things, right? They had to be the ones to find out the hard way. So do we not? So now we have these generations working together the two kinds of extremes of you know, the newest generation to come along? 

Pete Newsome  14:08
I mean, are they the I guess they’re just getting in the workforce now? Right? I mean, Gen Z is really starting to take hold I mean, have as anyone trying to define them yet it is as far as who they actually are in this article that you read.

Ricky Baez  14:23
It’s an ongoing process at the moment, right, because they’re just starting to get into the workforce and when and when people are seeing what this article is saying is that this generation it’s putting more things on blast on social media via TikTok, right. 

Ricky Baez  14:39
If you’ve noticed, there are a lot of TikTok videos out there of people ousting their employers who they believe have wronged them right now, right, wrong or indifferent. It’s that’s a bad thing to do. Put that out there because you know, yeah, yeah, they’re young. 

Ricky Baez  14:55
And they’re putting that on there and you think they’re right, but this is something that’s digitally preserved. And it’s gonna come back to you 1520 years later when you have a completely different thought process because you know, as you grew up in your career, you’d learn you evolve, right? 

Ricky Baez  15:09
Your thought process changes. So I really feel bad for this generation because it’s, it’s they’re starting to put things out there in social media that they really should not. 

Ricky Baez  15:19
And if they ever want to run for president or really have some kind of a, a really good career later on some colorful stuff, and I use that in the quotation that they’ve put on social media maybe 10-15 years ago, is going to come back to bite them. So that becomes a big issue.

Pete Newsome  15:35
Well, there’s a weird thing that’s that started to transpire where, historically, if a job didn’t work out, you may harbor bad feelings about the organization, about your manager about the situation, whatever it might be. But yeah, now there’s a tendency to want to get them back. Right? 

Pete Newsome  15:57
Like, let me share my frustration publicly. And it’s, there are outlets like Glassdoor who provide that opportunity for folks. But just because it exists, doesn’t mean you should take it right. Like just because the opportunity is presented to you, doesn’t mean you should do it. And you know, because A, your employer knows who, who you are, right? I mean, everyone tries to be anonymous. 

Pete Newsome  16:24
And when we see those, those messages come up, if we try really hard to encourage anyone we encounter through our actions and through our behavior to leave, if they’re gonna leave a review for it to be a good one. 

Pete Newsome  16:40
But when people don’t work out, there’s a sort of a spiteful desire that comes out sometimes when you get it, which is weird, because like, you know, you know, like, everyone knows who you are. 

Pete Newsome  16:58
And they’re going to remember that, and what future employers would see is that if they did it to them, why wouldn’t they do it to me, I mean, that’s what I think whenever we, when I consider that someone has put something out publicly, and I certainly encourage my friends and family to in co-workers not to do that, like, if you have an ax to grind. 

Pete Newsome  17:22
Don’t do it publicly. Because you may think you’re making the other party or organization in this case look bad. But it says a lot about you, and everyone who sees it is going to know that. 

Pete Newsome  17:37
So I don’t know. I don’t know where that comes from, really. But I know it’s a thing. And it’s a bad thing. And it needs to stop like for our country as people can, things don’t always work out. Don’t feel like you have to burn everything down on your way out.

Ricky Baez  17:54
I look, I don’t have any scientific backing for what I’m about to say. But I can venture a guess as to why people feel they have to do that. You know, this is the first time during they’re engaged, they’re experiencing something like that. And they feel like they need an outlet to express themselves. 

Ricky Baez  18:09
There’s nothing wrong with that. Right? Sometimes people learn, you know, sometimes you have something going on in your head and you’re like, Okay, this is the way this should be, but it’s not. But once you verbalize it, it sounds different to you. Right. 

Ricky Baez  18:19
So some people need to, to do that. What these folks are doing, they’re just doing it in a way that it can come back to you 20 years from now, look, if if I thought the same way I did today, as I did 25 years ago, then that means I haven’t learned anything in the past quarter century. 

Pete Newsome  18:36
Yep.

Ricky Baez  18:37
I have it right. So some people may not understand the learning evolution that takes place in that time. And they will use that against you later. So stop doing that. Right?

Ricky Baez  18:48
But you know, it’s that’s something that some of these folks are going to have to learn the hard way in, in my classes. And everywhere I go, I try to tell the students, please be careful what you put out there. 

Ricky Baez  19:00
Now I know we’re kind of getting away from the whole generational gap thing, but it’s the social media piece, and how they are involved, how they involve social media into their lives is radically different than what a Traditionalist would do. Or a baby Boomer would do. 

Ricky Baez  19:14
Now, let me show, I’ll give you this example. Pete, when I was working over, at Orange County government, the biggest thing that I was encountering is that top leadership was baby boomers. And they were managing a lot of Generation X and Millennials. 

Ricky Baez  19:30
Here’s the problem with that. When a baby boomer grows up in their career, exactly how you said they stick to normally one job, right? Their resume is maybe a page long, and a 25-year career. Right? 

Ricky Baez  19:43
And you’re like, right, this person, you know, it’s loyal to this company. Because back in the day, that’s what people did. They wanted to get that job, that great job that they stayed there forever and they got a pension, you know, that thing that doesn’t exist anymore. And that’s all they wanted to do. 

Ricky Baez  19:56
But back then the leadership hierarchy was exactly that hierarchy. If a baby boomer was to ask for a day off, that’s exactly how they would do it. Hey, Pete, can I have Friday off? Do you say yes or no? Okay, fine, thank you, and then a walk away. Now those folks, they’re now at the top of your position. 

Ricky Baez  20:13
And they’re leading people that don’t ask for a day off, they tell you, they’re taking the day off, right? They’ll say, Hey, Pete, I’m taking Friday off, and Bob is going to take care of my stuff on Friday, I see you in the Monday morning kickoff meeting, right?

Ricky Baez  20:25
For somebody who’s not used to that, that’s really going to ring you know, just rubbing the wrong way. And that’s from the friction started. 

Ricky Baez  20:32
And it’s a matter of, although you are at the top here, and this is how you grew up in your career, you also have to understand that the people you’re leading in this organization do not have the same spirit sets as you do. And they have a different work ethic. And they have to understand that in order to have a fruitful, fruitful relationship in the office.

Pete Newsome  20:53
Yeah, I think it doesn’t need to be mutual, which I believe is what you’re describing for things to work where the baby boomers do need to realize times have changed, and he ain’t even Gen X needs to realize, times have changed, right? 

Pete Newsome  21:10
It’s not the world you grew up in, where I want to help with the audience that I have, or the position that I have, which is, of course, revolves all around staffing and hiring. 

Pete Newsome  21:25
To help the younger generation realize you need to also not see the world only through your particular lens because your thoughts will change and evolve. And I think what social media has done in all of this is given a voice to a younger generation who otherwise wouldn’t have won. 

Pete Newsome  21:45
And what I mean by that is, you have this outlet to criticize your employer, since we’re talking about that, publicly, you wouldn’t have had that pre-internet, you would have felt like the organization had all the power they and there was really no recourse. 

Pete Newsome  22:01
And now it’s the opposite. I mean, the employees have power, meaning no, no company in the right mind is gonna get on the internet and fight with a disgruntled employee. 

Pete Newsome  22:11
So you really don’t know, you’re not. I mean, some do and it’s a bad look for them, then right now you’re going to a place that you just can’t win that fight. 

Pete Newsome  22:23
But I think it needs to be a combination of the two where I try to as carefully as I can encourage younger folks to learn from the wisdom of older professionals, you know, they’re not they may not be as with it, and is and is up to speed with all the technologies and things that are available today. 

Pete Newsome  22:46
But there’s a lot of wisdom to be learned from older folks. And being in the middle. I think we try to straddle both sides of the fence most of the time.

Ricky Baez  22:56
Now, I used to get frustrated because I used to give the same advice to the younger generation coming in into the workforce. So don’t get frustrated, because he should still listen, and I never understood why. 

Ricky Baez  23:09
And then it hit me. I was that way. I was that way too. I, when I first started my career, I thought I had the world in my hands. And I didn’t think anybody has ever walked down the road. I’m walking down right now. Right? 

Ricky Baez  23:23
I think I know everything. So I was that way as well. And then once that hit me, I’m like, Okay, I didn’t realize the error of my ways until about my 20s or so right? The mid-20s, maybe late, whatever, right? 

Ricky Baez  23:37
But what people need to understand is the older generation, right? Gen Xers, right? Baby Boomers, we got to be patient, we got to be patient with the new generation coming in. 

Ricky Baez  23:47
And the new generation coming in needs also needs to be patient as well. Right? They need to understand that we have a completely different point of view of that workforce. 

Ricky Baez  23:55
So it is that back and forth, understanding back and forth, flexibility, and back and forth patients that’s going to take us that not take it so that that’s going to help but all four of these generations working well together? Because dude, it looks, check out Gen Z, Gen Z 2001 to 2020. 

Ricky Baez  24:14
And again, these are folks again, that have never lived a day in their life without the internet. 

Pete Newsome  24:23
I’m going to challenge you that they have. I mean, so they, they, you know, and again, I’m thinking of that as more of the late mid to late 90s. You know, they started when they were children. 

Pete Newsome  24:36
They’ve never you know, without it, but then I think I think they they they learned at a young age, right. So they lived a little bit I guess I should say a little bit because I’m thinking of my older kids who were once graduate college, ones a junior in college. 

Pete Newsome  24:58
They had a lie For that, they may not remember it very much. But they did you know that it came early on.

Ricky Baez  25:07
I mean, come on. Do you remember back in the early 2000s? You’ve Got Mail AOL. That was it? Right? I was we used to get all those CDs and a tin can that you got 10,000 free hours. 

Pete Newsome  25:17
Yeah.

Ricky Baez  25:17
I still collect those. I mean, I mean, they stopped sending them, but I got a whole bunch of my closet.

Pete Newsome  25:22
So the old LM says, I don’t want to derail you, the older part of that generation does. Or the younger part does remember,

Ricky Baez  25:30
I love how you recognize that was going off the wrong. Like, let me bring them back. No, yeah, it’s, I’m with you. I’m with you. And here’s the message for the business leaders, right about being flexible. 

Ricky Baez  25:44
It doesn’t just you have to be flexible in the workplace. But you also have to understand that when you’re hiring, right, because from a hiring authority perspective, but from a recruiting perspective, or HR, right, we tend to think, wow, if this person has moved jobs, like once every year and a half or two years, sometimes that’s a red flag, right, generally. 

Ricky Baez  26:07
But really, is it right? Because if it was a baby boomer, that’s a move that it’s that’s moved around that long, you might question that more than a younger person that’s moved around that long, right? 

Ricky Baez  26:20
Because Gen Z’s and millennials, don’t have the same type. And I hate to use it this way, but the same type of loyalty that baby boomers had to their employers, and that’s not their fault. So

Pete Newsome  26:32
I’m gonna, I’m gonna, I’m gonna challenge that a little bit. In two ways, I don’t have a lot of faith in Gen Z. Okay, I think that because they didn’t, technology comes naturally to them, because they’re wiser about it. 

Pete Newsome  26:53
I think that the millennial generation got dealt a bad hand. In terms of parenting, the, you know, the world of participation trophies, the, you know, not wanting anyone to ever fail, you know, instant gratification, you have so many things that were tough to them as they, you know, that lack of loyalty, but I think we see value and loyalty to now I on both sides, I do. 

Pete Newsome  27:24
As an employer, I see great value in employees staying over time, because of the knowledge that they gain and the benefit that they deliver to the organization. And I think I hope that younger employee employees are starting to see that benefit as well. Now, as a staffing professional, if you have a resume, where you’ve never stayed at a job for more than two years, you the honeymoon period is real, right? 

Pete Newsome  28:00
It’s like buying a house. If you buy a brand new house, nothing breaks for a while. But how you adapt and deal with problems as they arise, after a number of years are going to help shape and define you and, and make you better. 

Pete Newsome  28:17
And so as an employee, who you’ve never had to go through cycles, you’ve never had to go through ups and downs, you know, maybe you were there. If you’re there less than two years, odds are you’ve only been down or only been up or only been in the middle, you’ve not had to ride waves and get on the other side of them. 

Pete Newsome  28:37
And I think if you’re early in your career, or from the start of your job, you’ve never done that. You’re not that’s that that limits your attractiveness as an employee. That’s my take. And now let me just say, after that, then I don’t see in modern times, current times it’s a concern, right? 

Pete Newsome  29:04
But if you’ve never had to, like climb the mountain, I assume you’re gonna bail when times are tough, right? If I see your resume where it only is, and now does that now, does that sound make me sound like an old guy? What do you think? Because like I said, I’m in both camps?

Ricky Baez  29:21
Well, I was about to say, because it’s that. I think you’re looking at that from your perspective, right? It’s in I used to see it that way as well. Until I learn more about how different generations think. Now, when I say the loyalty piece, I don’t mean that in a bad way. Right? 

Ricky Baez  29:37
Because the environment, the environment created the environment that we’re in right now with the employee-employer relationship, because I would venture to guess about 40 years ago when people most people stayed at one job one company, excuse me, for for the entire for their entire career. 

Ricky Baez  29:54
I would have to venture to guess that layoffs were not as frequent as they are right now. So now that layoff, they happened, but not as frequently as it’s been happening in the past 15-20 years. 

Ricky Baez  30:07
So now that they’re happening very frequently, I would have to think that people would feel like, well wait a minute, if my job can be cut away, just by this ambitious business, right, then I can go to any organization and feel or not feel fulfilled, and jump around until I feel that need that my career aspirations have been fulfilled. 

Ricky Baez  30:29
But that’s the new generation thinking that way. And the only reason I have a preview to this is that it’s a teacher over at it at a college here, and I see these students come in, and I see it through their eyes. 

Ricky Baez  30:40
And some of them are right, some of them are wrong, Pete and then the biggest mistake that some of the students that I see them make just a little sidetrack here are as soon as they think they get that college degree that the heavens are going to open up to these jobs are just gonna fall in their laps, and let my Benito doesn’t work that way. 

Ricky Baez  30:57
It really doesn’t, right, unless you go to a powerhouse school, like Princeton or Harvard, or one of those that just having the name on your resume gives you some kind of credibility. 

Ricky Baez  31:07
But I guess what I’m saying is, is that my seeing it through the student’s eyes, has changed my thought process and how I approach hiring. 

Ricky Baez  31:15
And I’m assuming you have done that as well, you know, just owning a staffing agency for so long, and you got kids age, in that era right now that they’re about to hop into that job for so you see it differently than I do. 

Ricky Baez  31:29
That’s what I’m like when whenever I see somebody who’s younger, who’s hopped around quite a bit, I don’t balk at that, as much as I would have somebody who’s been doing one job, you know, just a baby boomer, right? 

Ricky Baez  31:42
That’s bad to say, right? Because from an HR perspective, I’m not supposed to be looking at that. But I’m a human being paid. I’m just having a conversation here. This is not how I actually operate. But it does help to have those observations.

Pete Newsome  31:53
So there are benefits to both of you staying at a place a long time. Because it shows fortitude that is necessary, as I mentioned a minute ago, but it also limits your exposure to a variety of things and different experiences. That’s the downside. And I’ve seen that too. 

Pete Newsome  32:16
I mean, there was a candidate that just on paper was so great. And any and he was great. He worked for over 10 years, his first job out of school, and moved to advanced. And we placed him, in his only second professional position. 

Pete Newsome  32:37
And he really struggled, because he was so used to only doing things one way. And it was really hard for him to adapt, and he ended up bouncing around to a couple of places he stayed, he stayed at our client for maybe a year. In a row, we placed him in, he went to another job came back to our client went to another job. 

Pete Newsome  32:56
I mean, the guy just went from very, very stable, long term to probably having five jobs in a four-year period after that. And so there’s a downside to just only being at one place for too long. 

Pete Newsome  33:11
But I look, I mean, we’re talking about what’s ideal here, and no one really has the ability, to take a piece of paper and write down exactly what’s going to happen on your career path. 

Pete Newsome  33:27
We know that. But I think you should see the value. If you’re a young professional in longevity at a place not for 10 years, but for more than a year or two, to show that you can stick it out to show that you have the grit to show that you can be promoted, right that you can earn the ability to advance for someone to say yes, you’ve done such a good job here. 

Pete Newsome  33:53
We’re going to give you that next opportunity with more responsibility. And when you only advance through hopping from one job to the next, it doesn’t show that, and listen, we could pretend it doesn’t matter. 

Pete Newsome  34:08
But employers notice employers comment on it and employers read resumes with that in mind. So there’s something to be said for both sides of it. And maybe that’s what makes me you know, Gen X is that I can see I do see both sides of it. I’m not all or nothing.

Ricky Baez  34:29
Well, Gen X, we’re known as the generation of I’ll do it myself, right it’s that’s why we’re we’re known to be very independent. I was a latchkey kid growing up for those of you that don’t know it, it’s 14 years old. 

Ricky Baez  34:43
I was at home with my little brothers while my mom was over at work working two jobs and going to school. Right in I don’t know if any generation that’s done that sense. Right?

Pete Newsome  34:54
We don’t know and that’s where again, sorry to cut you off but this you hire them. The millennials. That’s where  I think that made us stronger. Yeah,

Ricky Baez  35:04
I’m with you 100%

Pete Newsome  35:06
As people, then all the cliches are true, you know, come back when it’s dark. Like I would leave with no way to communicate, right? My parents couldn’t find me if they wanted to. Because I didn’t know where I was going when I took off on my bike at 1011. You know,

Ricky Baez  35:23
No GPS, you just go and explore the neighborhood, go to towns over, go into an abandoned home, hang out and then come back.

Pete Newsome  35:31
But with good chitons we’ve protected you know, that that younger generation where I think, again, Gen Z I look at it is, well, everyone’s realized that some of these things like participation, trophies weren’t the best idea. 

Pete Newsome  35:45
And so they’re getting the benefit of those corrections along the way. But you really do see how cyclical generational changes can be. And so I’m highly encouraged by, what I think Gen Z will deliver. 

Pete Newsome  36:03
And the baby boomers still having to interface with him, it was interesting is an interesting mix, just because they don’t speak the same language more than anything else.

Ricky Baez  36:13
Oh, that Pete, come on. It’s that I am. I’m struggling these days. Right. I heard somebody say the other day, no cap, right? And I was confused about what he meant. You know, and I’m thinking no cap, but now I didn’t. I was embarrassed to ask, what he meant. 

Ricky Baez  36:30
But as he as we kept in the conversation, I found out Oh, he means no line, right? He means he’s, so you knew that I did it. I’m just, I’m having this conversation with this guy who I’m trying to help with a situation at work. Right. And, and he starts talking like that, I’m like, I yeah, it’s just Ricky, just keep looking. Is he looking at it somehow? 

Ricky Baez  36:50
Yeah, that’s what he meant. So brand new, you know, brand new generation, brand new language, something interesting people. And I think if I mentioned this to you a couple of years ago, I was you know, how I do disrupt HR. I had somebody come in and do a presentation on different generations. Did you know that the United States of America is the only country that labels these different generations? No other country does that.

Pete Newsome  37:17
We have to label everything. That’s what we do.

Ricky Baez  37:24
No other country does that. And I found that fascinating that we have this need to label. But at first, I’m thinking, wow, that’s crappy. But then I’m like, but it makes sense. Because if we didn’t have a label on it, if we didn’t separate them, we wouldn’t know how each one text. 

Ricky Baez  37:40
So the more we learn how each generation texts, the better we can communicate with them, the better that we can have those solid relationships at work, to where this would work out if I don’t think that would have been the case if we just let people to their own devices. So I just found that really interesting that we’re the only country that does that. But yeah, its flexibility is key and the teacher stuff. That’s I’m glad we’re doing it. 

Pete Newsome  38:06
Flavors are working out. So well, these days, Ricky.

Ricky Baez  38:11
I get it. But for this right here, this particular.

Pete Newsome  38:14
I don’t know if current things in the US are the things that everyone else held the standard to.

Ricky Baez  38:22
Lord, we love labels only. 

Pete Newsome  38:24
We’ve gone a little crazy with them. And that’s where things like, like the baby boomers in particular, as they’re talked about so much right now, because they’re leaving the workforce, but they’re still in charge, in many respects article that I read earlier this week was in reference, was questioning why they’re not leaving. Why do you see these ancient politicians who were running things, right? 

Pete Newsome  38:50
I mean, the between the president, the Speaker of the House, the leader of the Senate, the Minority Leader in the Senate, these people are, are they’re old by any standard, and why are they still here? Why? Why is the goal once you made it, to not have to be able to go enjoy yourself somewhere? 

Pete Newsome  39:13
And they’re not doing that? I’m not really sure what the point of the article was on LinkedIn. But the guy was, was just saying how, you know, it’s they need to go away.

Ricky Baez  39:24
I mean, so with the example, they do just produce, I mean, yeah, obviously, there’s, there’s, there’s an incentive there somewhere in somebody’s pocket, right? Why else would they not be retiring? But I do?

Pete Newsome  39:39
I’ll tell you what the logic I mean, I think part of the article was like the technology evolving has made it easier for them to stay. I mean, these guys are, you know, their jobs or they’re physically able to do it, because of the enable what technology has enabled them to be able to do. 

Pete Newsome  39:59
They can physically, even at 80 years old, still show up and in work, which, again, I’m not sure what the motivation for that is entirely, but.

Ricky Baez  40:11
Well, if they’re able to understand it, right, because I’m 45. And I’m having a hard time with some of these apps that repeat. But you know, it’s, I can tell you why in 2008 2009, baby boomers stayed, right, because that was an HR back then as well. 

Ricky Baez  40:26
And I also was part of the benefits department, and we also forecasted who was supposed to be retiring. Right. And, you know, when the, you know, I think I said it earlier when the market was just really having a bad time generating any kind of return on investment, people decided to stick it out because the 401k just wasn’t as as as thick as he thought it was going to be a healthy as I thought it was going to be. So sometimes is for monetary reasons, right? 

Ricky Baez  40:51
So they stuck around some more. But then, you know, what, we haven’t talked about the opposite. You do have some Gen Z’s and millennials that are in the C suite situation, and they’re managing Baby Boomers and Gen X. That’s happening right now. Mark Zuckerberg isn’t Mark Zuckerberg, one of them. He’s a millennial, right?

Pete Newsome  41:11
Yeah. Yeah, for sure.

Pete Newsome  41:14
Well, they probably love having him. I mean, I would guess, right there. For other reasons, we talked about earlier. They’re loyal. They have a great work ethic. Yeah, they know communication may be a challenge. But everyone, you know, that immediately comes to my mind when I think of the baby boomers, their employees that I would want. You know, don’t buy into that, huh?

Ricky Baez  41:43
No, no, no, I’m not saying that or buying into that. It’s, you know, we said the word workout, the phrase work ethic quite a bit on this podcast, right? And you have seen that one more time, it kind of hit me. What makes the work ethic of the baby boomer so much different than the work ethic of millennials or Gen Z’s or Gen Xers? And I guess the only thing I could think about is passion. 

Ricky Baez  42:06
How passionate are you about what you’re doing? Because that’s what Gen Z’s and millennials want, they want to be able to make an impact. They want to be able to be involved. So they don’t feel that passion, maybe go somewhere else until they find it. I’m just

Pete Newsome  42:21
So I think it’s a lot of things. But I think it’s the expectation in the way you were raised and, you know, from a young age working, being taught that that life’s hard, right? I mean, I look at that. So the baby boomers were raised by people who had gone through the Depression, as you mentioned earlier, and who and they had to, they were born after World War II.

Ricky Baez  42:46
Traditionalist, not Baby Boomers, I’m sorry, no Traditionalists went through the Great Depression. 

Pete Newsome  42:51
That’s who Baby Boomers were raised by. 

Pete Newsome  42:53
That’s what I’m saying. 

Ricky Baez  42:53
I’m sorry. My bad. 

Pete Newsome  42:54
Yeah, now we’re talking about my grandparents who, you know, would tell stories of a life that’s hard for us to even imagine. And so then the baby boomers, you know, had their parents gone through World War Two, and just think about that, maybe when you think about what that means. So, you know, being appreciative of your life, and hard work was not seen as a bad thing. 

Pete Newsome  43:23
It was seen as almost an opportunity to, to people were happy with what they had, and not and, and again, these are broad generalizations. But then, the baby boomers wanted a better life for their children. And they raised them with that in mind, they gave them things that they didn’t have they rewarded them in ways that they weren’t rewarded, they allowed them to have a voice that long before anyone would have given them an opportunity to have a voice and then you add technology on top of that, right. 

Pete Newsome  44:04
And that took the greatest enabler of all where there’s a guy named Gary Vaynerchuk. I don’t know if you know who he is. He’s no Gary Vee. So I, you know, he’s entertaining, right? He’s very successful. He’s entertaining. I just kind of say the same thing over and over. 

Pete Newsome  44:23
But one of the things that he says is that he, he, he worked his butt off at a very young age. I think he’s a great voice because he’s popular with younger people. I mean, I will say that and he said, Look, I didn’t start offering it over, in my opinion to other people until I was well into my 30s. 

Pete Newsome  44:41
And that’s an important thing to me because you have to, like, do something first, right? Yeah, earn the right and so that generation. The baby boomers were taught like don’t speak until you’re spoken. And then they raised a group of, you know, they’re the generation they raised, they were like, no, you can be anything and you’re you shouldn’t, you should be happy all the time. And, you know, no one should be able to harm, you know, do you wrong, right. 

Pete Newsome  45:12
And they’re the ones that, again, the participation trophies came about, which is awful. So why are we why are they different work ethics? Well, because they were raised in a different way, and told different things. And so do I think life should be about work? Absolutely not. 

Pete Newsome  45:32
Do I think that people should find what makes them happy? Absolutely. But I think there’s a price to be paid for success. And I think if you try to skip that, then you’re never going to be happy, and you’re never going to be satisfied. And you’re never going to going to really be successful. 

Pete Newsome  45:49
And you can’t have all of the good without that being taken into consideration. So that’s a very long-winded, circular way to get to the point, which I think the baby boomers realized you have to work to achieve. And anyone who doesn’t realize that is going to be dissatisfied constantly, and hop and all of that.

Pete Newsome  46:12
So, should people be passionate about their what they do, yeah, but you got to get there first, you can’t just come out of the gate and say, I’m, I want to, I want to be on top? And I want everyone to report to me, and I want life to be easy. And I want to make the world a better place. Great. How? Well just because I want to.

Pete Newsome  46:33
There has to be something in between becoming an adult and getting to the place you want to be. And sometimes, you know that that may take years.

Ricky Baez  46:43
I think what you just said is gold there, Pete? How and I don’t think everybody’s talking about that we keep focusing on these generations, but we don’t focus enough on what shaped these generations. And that’s the previous generations. Right? 

Ricky Baez  46:58
And I guess the more and more we label these in, the more and more we studied the assess the decades move on, the more we’re going to be able to predict what the next generation is going to be based on how they were raised. Right? Because yeah, because you’re right, you’re right. It’s the reason baby boomers are the way they are, is because they were raised in an environment that was really bad. And that’s what the tradition went through, right with the Great Depression. 

Ricky Baez  47:23
And you had to preserve everything for Baby Boomers, they went ahead in cultivating the Gen Xers, right? And then the Gen Xers I believe that’s the first generation and I think I read this somewhere that really has to they had to grow up with broken homes, whereas the previous generations that were not as common as Generation X has seen, right? Because I know I saw it right. 

Ricky Baez  47:46
I grew up in a single-parent home. And almost everybody I know that I’ve grown up with grew up in a very same way. So yeah, that cultivates a different thought process. So that that that could be a part two for this episode, there are Pekus I’m really enjoying this kind of taking, you know, dissecting what people’s thought processes are. 

Ricky Baez  48:04
And that’s going to help us as leaders to make sure that not only not that we supposed to make sure all employees feel safe at work, but we know how they think we know how to challenge them to get the best out of their talents and this relationship that we call employer-employee relationship. I mean, I guess that’s what we’re seeing here.

Pete Newsome  48:21
Yeah, I don’t know what the event title of this show would be at this point. But interestingly, I mentioned to you when we jumped on my, my 14-year-old is starting high school. And I was this morning, I went to parent orientation. And the principal said, it was listening, what’s important to her in her role, and she said, priority number one is safety. And priority number one is safety. Like what boy, what, how sad is that? 

Pete Newsome  48:53
Where not education, shaping them for the future, their minds, and all of these things in teaching and learning safety. Number one is to make sure that someone’s not going to come in and harm the kids like what the hell that is. It’s great. It’s necessary. I won’t say it’s good that she said it. It’s terrible that she had to say it. But it’s necessary in this world. And I’m sure lots of parents heard that and went, Oh, thank goodness, because I’m worried to send my kids to school. 

Pete Newsome  49:21
I mean, what a tragedy that is. Now the second thing that stood out for me, and this is my youngest of four all going through the same school. She said, one of the things also a priority for us is to make sure all the kids are heard. And I’m like, Man, I struggle with that. And I do because you know what? I think their job is to listen. When they’re 14 years old. 

Pete Newsome  49:48
Do we need to listen to them and return? Sure as a parent, I mean, yeah, of course. But you can take that to an extreme and I think that’s what’s gotten us into so much trouble as a society is that the 14-year-old may have an opinion. And I’m happy to listen to it. 

Pete Newsome  50:08
But oh, like you get one vote, I get nine. Like, that’s how it goes. And I believe we’ve gone too far with that where I, you know, I everyone has their place and to speak from a place of authority, you know, you have to earn it right, you shouldn’t be granted that. And I don’t know, it does make me sound a little extreme. But I see the damage that is done by giving too much. You know, I’m trying to say I’m struggling to come up with the right word, but too much of a voice.

Ricky Baez  50:47
Well, it’s, you know, you and I grew up in a different environment, right? Because I don’t know about you. But when I was in high school, I spent half of it in the South Bronx, and half of it here in Orlando, in both South Bronx were more intimidating. I’m not gonna lie when we have metal detectors surprise metal detectors three times a week, right? Because you just never knew. 

Ricky Baez  51:06
And over there, man, it was, it was survival of the fittest over here, too. When I grew up here, it was survival of the fittest. Bullying was rapid. Teachers didn’t care. They just like you know what deal with it. And then when my niece gray graduated high school, and I go to her graduation, and meet the teachers and everything, and I was just baffled, and how accommodating and how friendly everybody was how everybody’s so caring, and teachers care. 

Ricky Baez  51:33
And I’m like that never seen that in high school. Not me not in the mid-90s. So it’s different. It really is different. 

Pete Newsome  51:40
And it is.

Pete Newsome  51:40
I guess, but just caring isn’t necessarily conceding, right? Caring doesn’t mean giving you what you want. Caring means doing for you what you need, in many respects, and that’s why I think we’ve blurred the lines too much. I know, that’s not really what you mean. But when I hear that you’re like, they are now, well, then they care then, but they just cared to show us the value of discipline.

Ricky Baez  52:05
See, so that could be a two because I haven’t experienced what you’re experiencing right now. Because I’m thinking about what you’re saying, Pete, when the principal says I want to make sure that everybody’s heard. I’m thinking all right, I get it. 

Ricky Baez  52:18
But just because I hear you it doesn’t mean I have to do what you say. Right. Okay, I heard you I got your opinion. Thank you. We’re still gonna go do whatever we were gonna do. Right. So I think that’s the lesson there. Right? And just because you speak to somebody listen, it doesn’t mean you’re right.

Pete Newsome  52:33
It’s just we’re so far off-topic. 

Ricky Baez  52:38
I love it, though. Come on. 

Pete Newsome  52:40
But well, I don’t think anyone’s gonna listen to this. But the, as a parent, it is a struggle between do I want to be? What what, you know, how much consideration should I give to the feelings of my child? Right, who? And I think we’ve taken that too far. I do know that that may. I don’t expect everyone to agree with that. I don’t really care. What other people are the people who make decisions as a parent? 

Pete Newsome  53:15
But I see. 

Pete Newsome  53:17
Well, you know what, you know how you can tell whether you’re a good parent, look what happens when they leave the house? Right? Look, what happens is that that is the only judge and jury of how well you did as a parent, and look at what’s happening around a lot. How’s it going? Is that how you thought when that when that baby was born, like the way I hope one day? 

Pete Newsome  53:37
Look, I’m gonna get in trouble if I continue down this route. But you know, the results speak for themselves good or bad. And I think when we see some of this stuff in the schools now, where I’m like, oh, man, I want to make sure they’re all heard, like, I guess, but I want to make sure they’re here and the teachers like that’s why I’m sitting in mind here. I don’t need them sharing their opinion at school. 

Pete Newsome  54:04
Like that’s, you don’t need to hear mine. I get it. I don’t know. Maybe maybe I’m in the wrong.

Ricky Baez  54:12
So that so so these are the folks who are going to be hitting the workforce in about 10-15 years, though, right? 

Pete Newsome  54:18
Yep. And they’re going to expect to be heard from the day they walk in. 

Ricky Baez  54:23
I see that. 

Pete Newsome  54:24
You know, why don’t you Why don’t you wait to say anything? And this is a Gary Vaynerchuk point, which I think is just so spot on. Why don’t you Why don’t you listen for a while before you share in recovering and learning? So that’s my you know, I guess that maybe I’m the old guy now. 

Ricky Baez  54:47
I don’t know. Have you yelled at kids to get off your lawn yet? Has that happened?

Pete Newsome  54:52
No.

Ricky Baez  54:53
Not yet? Okay, because that’s, that’s Vaseline. You know, you’ve made it to that retirement age when you start yelling at kids to get off your lawn. I know, you start getting upset that you got to Denny’s at 5:30. In the early bird special. 

Pete Newsome  55:05
Do you know why Rick? Ricky no one yells at kids who get off their lawn more, because we’re all inside playing video games. How about I gonna yell at kids to get on my lawn? That’s, that’s what I want to do. 

Ricky Baez  55:15
Get off those devices and go out and explore the world as we did back in the day. 

Pete Newsome  55:19
Yeah, I mean, you know, that’s a good point. I’m starting to get on my lawn movement right now.

Ricky Baez  55:26
It was great. But there it is. The lawn movement.com. Go ahead and order it, get that website right now. We’re going to start a new movement there, Pete, we got this kid on my lawn. 

Ricky Baez  55:37
Oh, now getting back to this lawn, the message for the client, the message for the people to message for the people who are hiring other people is to be flexible. Just understand the different generations that are coming into the office and just practice flexibility, practice empathy, and reasonable empathy, right? 

Ricky Baez  55:56
Again, not no empathy going into your sympathy. Now, it’s just practicing reasonable empathy and flexibility. And you’re gonna have a much better work environment.

Pete Newsome  56:06
Yeah, I mean, you have to understand that these things exist, whether they should or not, is, is not what’s at issue or should not be right, you’re gonna you’re and it was for me for years. So you can tell I have strong opinions about parenting and how young people should evolve. Because I do believe that, you know, everyone should look in early on and say, I have to climb the mountain, I’m starting at the bottom, I have to figure out how to get to the top. And it’s going to take time and effort. 

Pete Newsome  56:37
On my other podcast, as I’ve shared with you many times, which is stories where I’m speaking with people who’ve achieved career success. Without exception, every one of those stories involves adversity, time putting in your time grinding away. 

Pete Newsome  56:54
And I love it, because it just, it’s, I want that message, it’s an important message to get out there, like stop telling kids what they want to hear, tell them what they need to hear you go and so but to make it about the work situation, or the work environment, you’re inheriting this as an employer, and you have to, you don’t have to fully accept what you’re what those lessons have been. 

Pete Newsome  57:22
But you have to expect that you’re gonna have to adapt and to make changes, but I think there’s an opportunity still to, to be in the middle, right? And that that should be the goal of not too extreme, like, hey, like, you’re not going to just automatically be promoted and to have things handed to you. 

Pete Newsome  57:44
But on the other hand, we can accelerate those things, we can be more creative, as employers with how we can provide rewards that are now expected along the way sooner and faster. 

Pete Newsome  57:57
And I’ve had to adapt with that for sure. Where I’m like, don’t talk to me for five years, or for five years, and then we’ll see how things are going. Right. I’m kidding about that. But at the same time, you’d be doing yourself a disservice as an employer if you’re not evolving in this regard.

Ricky Baez  58:22
And for the people out there who are looking for work that is in any of these later generations, you know, it’s MPT, I think that should be the name of this episode, the price of admission, you’ve got to pay that price, you got to pay that fee, that entry fee for you to get there and be and be like, I made it right. 

Ricky Baez  58:39
And the price of admission is that time is putting in that time putting in that work, putting in that grind, to make sure that that passion really moves you in such a way that you are now that that leading authority in whatever it is that you want to be an authority in. 

Ricky Baez  58:53
But it’s not just going to happen. Instagram is famous quickly, right? Like sometimes it does, the price of admission is there, you got to pay it if you if you’re going to do something worthwhile. So that’s the message for everybody coming into the workforce right now. Just grind and learn as much as you can. 

Ricky Baez  59:10
And once you start figuring out that you’re now the leading expert, uh, one of the people who know quite a bit then you start giving advice as Gary Vee said, I love that guy, by the way. He’s awesome. 

Pete Newsome  59:19
Yeah, he is, yeah, be passionate about being the best you can be at what you’re doing first, right? And then I mean, it no one’s going to very few people, I will say no one. Very few are going to have their dream job coming out. Very few are going to end up there. Very few are going to have a straight path to where they’re trying to go. So make the most of your time where you are. 

Pete Newsome  59:50
And then that’s the best route to ultimately end up where you want. Right and I’m not saying this very, very well but be passionate about maximizing your potential in any role, right? Then you’re in, and then figure out along the way, what you want to wake up and do every day that gets you the most excited, but it has to start with, you know, you have to, you have to just you have to put in the time. 

Ricky Baez  1:00:25
That’s what it is. Put in that time, you know, but be passionate about something, except there’ll be passionate about shortcuts, that’s not gonna work out for you. Right? That’s not gonna work out for you at all, just that passion has to be there. And look, here’s the thing, once you start focusing on that passion, right, everything else is just a side hustle. Right, that’s, that’s what it is. 

Ricky Baez  1:00:46
And if, if you keep going that route, other people see that other people see how you light up, when you start doing certain things that you really enjoy, your leaders are going to see it your friends are going to see it and that’s when your true self is going to come out. So this is another show

Pete Newsome  1:01:01
So for the older generation, I think the message that we wanted to deliver today was like you said flexible flexibility, you have to be flexible and accommodating, we will have to change and adapt as the world is evolving very, very rapidly. 

Pete Newsome  1:01:15
I mean, we all have to I have had to I mean the bury some of the things that I would consider to be pretty strongly held beliefs that I can hold on to them and, and not benefit. Or I can adapt and say whether I think it should be this way or not. It’s the way the world is and we have to to play by those rules.

Ricky Baez  1:01:38
And that’s right, that train is leaving the next time and either you’re on it or you’re not That’s it right you can’t control the train. There you go.

Pete Newsome  1:01:45
All right, so I think our train can leave now.

Ricky Baez  1:01:49
People have been waiting they have been waiting.

Pete Newsome  1:01:51
Well, there’s no one left.  

Ricky Baez  1:01:57
I love this. 

Pete Newsome  1:01:59
But that’s okay and like I said if you are listening, please please rate the show. Please. Please subscribe and we love your feedback. We’ll continue to do Q and A’s as we get a few questions in and I understand your steak lesson was very well received.

Ricky Baez  1:02:20
That’s right.

Pete Newsome  1:02:20
So thank you for that.

Ricky Baez  1:02:21
Even vegetarians were like wow, that’s a great idea. 

Pete Newsome  1:02:28
So awesome. 

Pete Newsome  1:02:30
So anytime hirecalling@4cornerresources.com is where you can reach us. 

Pete Newsome  1:02:35
Ricky Have a great weekend. 

Pete Newsome  1:02:36
Everyone drive safe and thank you for listening. 

Ricky Baez  1:02:39
Thank you, sir. Have a good one. Good night.

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