We’re in a big transition period. The Millennial generation will make up over half of our work force in just a few short years. “Old schoolers” (ie Boomers) will soon be training this new generation in the work place … and it doesn’t come without its challenges.

Technology is the biggest contributor to our challenges.

Our tech savvy world changes by the minute. And while the boomer generation is keeping up pretty well thus far, Millennials clearly have an edge. They’ve grown up using computers first as toys, and now at school and at their workstations.

Learning technology is not unlike learning a language. If you learn as a child, it’s second nature. If you tackle a new language as an adult, it’s a big challenge. And because of this edge, the boomer who trains the Millennial may find the tables can turn quickly.

Because there are huge generational differences between boomers and Millennials, the following may be helpful to the boomer in making the transition. But let it be noted, this article uses a broad brushstroke when describing both sets of people

Boomers must provide opportunities

Millennials don’t view climbing corporate ladders as an appealing or inspiring career goal the way many boomers have in the past. What they relish in is experiencing new challenges. Give them opportunities for growth with financial incentives.

Don’t stick Millennials with old technology

Stay on the leading edge of technology if you want satisfied this generation of employees. They’ll not only stay with you longer (which saves you money and time), but they’ll be far more productive.

Talk with the younger generations about their long-term goals

Millennials may sometimes appear self-involved or perhaps entitled. Some suggest they appear this way because of their innate understanding of technology. They really are better than the rest of us when it comes to computers. And they know it.

For this reason, they need to see the value in what you offer them. For the boomer, this thinking feels backwards. Boomers grew up in the work force bringing TO the table. Millennials want to see what they can take FROM the table to get them closer to their goals.

If your employee has a long-term plan, find ways to make working for you beneficial for them in attaining to their goals.

Offer feedback … often

Millennials are on the fast track. They want to know what’s next and how to get there now. Instant satisfaction is their way of life.

Employee evaluations must be frequent and offer more challenges to keep them moving forward with you.

Be open to thinking differently

Boomers were raised defining a high work ethic as: staying until the job is done. That means working late sometimes or skipping lunch. The Boomer who finishes the day’s to-do list early will simply hop on tomorrow’s to-do list in order to get ahead. Boomers tend to forfeit family time or personal time for work duties when warranted (or sometimes even when it’s not).

Most Millennials see this differently. Because they’re so tech savvy, they often finish their work quickly leaving them more time at the end of the day feeling as if they have nothing to do. Therefore, many in this generation will consider the workday complete when the to-do list is finished.

The idea of forfeiting time doing the things they love in lieu of working simply doesn’t make sense to them, especially if the work has been completed. In fact, there’s incentive to finish up early if it will leave more time for personal, non-work related activities. Even if its on the computer!

This isn’t a wrong perspective … it’s just different than what Boomers were trained to think about work.

Boomers who are tasked with training Millennials will find it helpful to talk frequently and open their minds to new ways of thinking.