How can differing generations work harmoniously together?

December 20, 2023

Navigating the Generational Mix: Strategies for Building a Unified and Productive Workplace

In today's workplace, it is not uncommon to find multiple generations working together. From Baby Boomers to Generation X and Millennials, each generation brings with them unique experiences, values, and work styles. While this diversity can be a strength for any organization, it can also lead to misunderstandings and conflicts if not managed properly.


So how can differing generations work harmoniously together? Here are some tips:

1. Recognize and embrace differences

The first step in working effectively across generational lines is to recognize that each generation has its own set of strengths and weaknesses. For example, Baby Boomers may have more experience but could struggle with technology while Millennials may be tech-savvy but lack the same level of experience. It's important to acknowledge these differences without judging or stereotyping individuals based on their age group. Instead, focus on leveraging everyone's strengths towards common goals.


2. Foster open communication

Effective communication is key when working with people from different generations. Each generation communicates differently; for instance, tenured workers might prefer verbal conversations while some employees might prefer email or messaging apps. 

To foster open communication among all team members regardless of age group requires creating an environment where everyone feels comfortable expressing themselves freely without fear of being judged or dismissed because they belong to a certain generation. 

Cross-training employees is also essential for fostering a deeper understanding of each other's roles and responsibilities. It promotes a collaborative environment, enhances teamwork, and helps employees appreciate the diverse skills and contributions of their colleagues. 


3. Encourage collaboration

Collaboration allows people from different backgrounds and perspectives to come together as equals in pursuit of shared objectives. It helps break down barriers between generations by facilitating mutual understanding through teamwork. Encouraging collaboration means providing opportunities for individuals from different age groups to work together on projects that require diverse skill sets or perspectives - such as mentoring programs where senior staff members mentor junior ones who bring fresh ideas into the mix.


4. Focus on results rather than methods

Each generation approaches problem-solving differently based on their experiences and preferences which sometimes leads them into conflict over the best way forward. However, focusing solely on results rather than methods can help bridge the gap between generations by allowing everyone to contribute in their own way towards achieving a common goal. This means that each team member should be given the freedom to use whatever methods they feel are most effective for them, so long as they deliver results. This approach encourages creativity and innovation while also, promoting mutual respect among different age groups.


5. Provide training opportunities

Training is essential for people of all ages, but it's especially important when working with multiple generations. Some workers may need more guidance on how to navigate workplace politics or communicate effectively with senior staff members, while other employees might require upskilling in new technologies or trends. Providing training opportunities ensures that everyone has access to the knowledge and skills needed for success regardless of their age group.


By offering incentives, employers create a positive and rewarding work environment, boosting morale and encouraging employees to excel in their roles. Incentives also contribute to employee retention and attract top talent, as individuals are drawn to workplaces that value and appreciate their contributions.


6. Celebrate diversity

Finally, it's important to celebrate diversity in all its forms - including generational diversity. Organizations should acknowledge and appreciate the unique contributions made by individuals from different backgrounds and experiences which will encourage mutual respect across age groups.


Celebrating diversity could involve hosting events where employees share stories about their cultural heritage or organizing cross-generational mentorship programs where other staff members learn from experienced ones who have been there before them. 


In conclusion, harmonious collaboration across differing generations requires an open-minded approach that values differences rather than seeing them as obstacles. And focusing on shared company values over individual differences in the workplace fosters a cohesive and collaborative environment. Employees are more likely to work towards common goals, leading to increased teamwork, productivity, and a positive work atmosphere. Emphasizing shared values also contributes to a stronger organizational identity and can enhance employee engagement and loyalty.

How to Attract Younger Workers to Skilled Trades Without Dumbing Down the Role

February 20, 2026
It is estimated that approximately 25% of skilled trade workers are nearing retirement . This is expected to create numerous job openings in the field, which is already beginning to happen. The problem is that companies are struggling to attract young workers to these skilled trades. The applicants of today differ greatly from those of 50 years ago. Companies need to sell the jobs in a different way, focusing on how to demonstrate the complexity and innovation of the role. Highlighting high-tech, high-paying careers is key. There is no need to make jobs look easy to get them in the door. Younger applicants need to be drawn in by digital outreach and clear advancement opportunities. Let’s take a look at how you can attract the next generation of skilled trade workers without minimizing the integrity of the job. Focus on Applied Engineering Younger workers are tech-savvy. They know how to use complex systems. Use this to your advantage when trying to sell the job. For example, an HVAC tech is not fixing an AC unit. Rather, they are managing complex thermodynamics. Using different languages validates your applicants’ intelligence. It also highlights the use of other tech skills needed to get the job done. Engage Them with Active Job Listings The so-called “laptop life” is becoming very unappealing to many younger people. They want to stay active on the job. Taking a job in the skilled trades industry is one way to do that. Promote the idea of getting out into the community, interacting with others, and being on the move. Skilled trade workers won’t be sitting in a cubicle all day. They will be out and about, making a difference by providing services that people need daily. They can also see tangible results of their labor as they work to fix problems. Modernize Recruitment Efforts If your recruiting methods are outdated, you are not going to attract a younger applicant pool. If your flyers look like they were printed 30 years ago, applicants may assume that all other aspects of your company are also dated. This is easy to fix. Consider this: Show real people on real job sites versus old stock photos. Highlight modern tools and advanced machinery. Use social media to advertise. Take advantage of TikTok and Instagram reels for an authentic look at the positions you want to fill. This approach will give your recruitment efforts a fresh look as you attract new candidates. Focus on Being an Entrepreneur Many of those in the younger generation have an entrepreneurial spirit. They are looking for business ownership. Being part of a skilled trade can help to provide them with the path to business ownership that they seek. You can sell this as you attract candidates. Show them that while you are honing their skill, they will also learn how to run a business where they can showcase those skills. Show the Environmental Impact Younger generations are very concerned about the environment. If you can show them how a skilled trade is taking an eco-friendly approach, you may have an easier time bringing them in. You can show them how plumbers are managing water conservation systems or how electricians are installing EV infrastructure. These types of projects will help to attract younger workers to skilled trades and level up the jobs you want to fill. Remember, attracting younger workers isn’t about making the job easier. You want to make the value clearer and highlight the intelligence needed. This way, you will attract candidates who respect the craft and all that goes into making it possible. If you’re looking to attract skilled trade workers, Summit Careers can help. Reach out to us today to learn more about our services.

How to Build a Manufacturing Hiring Process That Does Not Burn Out Your HR Team

February 6, 2026
Burnout can impact all aspects of your manufacturing team. From the people on the shop floor to those working in the human resources department, everyone can face burnout when it comes to their jobs. High turnover rates, the constant pressure to fill specialized technical roles, and the sheer volume of entry-level applications can create major stress for a manufacturing HR department. But there are ways to create a hiring process that works with your production needs without burning out your staff. Consider these ways you can prevent your HR staff from burning out while still getting the job done. Don’t Wait Until Someone Leaves to Start Looking for New Workers HR teams feel the burn when they’re forced to panic hire. When a vacancy suddenly occurs, HR must push to fill it right away to avoid halts in production. This can be stressful and can lead to hiring people who are really not qualified for the job. Instead, work on having a pool of available talent whom you can go to when a vacancy opens. While they may not be available, you may be able to find someone who is extremely qualified and has already shown interest in the company. This releases the stress and is a more efficient way of hiring. Streamline the First Round of Screening Instead of manually going through all resumes to see if they meet the basic requirements, use “knock-out” questions to eliminate those that don’t meet the basic requirements. This can include things like shift availability and having certain certifications. If an applicant does not possess these things, then you can weed them out right away. This allows HR to only spend time screening candidates who are eligible for the job. More Efficient Interviewing Process Implement a more efficient interviewing process. Every hiring manager may have a different process that inevitably slows things down. Establish one process that everyone agrees on. This can include a structured scorecard to rate candidates based on their interview answers. Rather than send emails back and forth to candidates, use a self-service booking link that allows the candidates to see available slots and sign up for them. Instead of having to track down different managers for their thoughts on a candidate, use digital notes in a file so everyone can have access to the different opinions and reach a decision quicker. Focus on Finding the Right Fit for the Work Culture While skills are undoubtedly an important part of finding the right employees, you don’t want to forget about screening to find someone who fits the job culture. Look for the right attitude and reliability. This can help to avoid high turnover rates. Some people may have the right skills, but may struggle in the work culture, resulting in them leaving even before they really get started. This puts you right back at square one. Work with a Recruiting Firm When you work with a recruiting firm, they will do all of the legwork and only leave you with the best candidates. They’ve checked skills and basic requirements and know who the right fit will be. They will give you these applicants to interview and choose from. Recruiting firms use the most efficient practices to help streamline the hiring process. They can sift through resumes and vet candidates, so your HR team doesn’t get burned out. At Summit Careers, we utilize only the best hiring practices so that our manufacturing clients have a pool of qualified candidates. We are here to get the job done for you so that your HR team is energized to find their next employee. Reach out to us today to learn more!

Why Manufacturing Hiring Is Broken in 2026 and What Employers Can Do About It

January 22, 2026
If you own a manufacturing company and hiring has been anything but successful lately, you’re not alone. Many manufacturing companies are hitting major roadblocks when it comes to finding qualified candidates. While each story may be different, many share the same underlying problems. What’s behind these troubling trends, and what can employers do to reverse them? The Summit Careers team is digging deep to find you answers and help you find the qualified candidates that are in demand right now. Why Manufacturing Hiring is Broken There are several reasons why manufacturing hiring just isn’t what it used to be. Do any of these sound familiar? Skills Gap While candidates may have traditional manufacturing skills, they may not have the digital skills that many manufacturing jobs now require. Many experienced technicians also need to know how to troubleshoot software issues. Fierce Competition The competition is fierce for manufacturing candidates. Many companies are competing with tech facilities for the same workers. Tech giants can offer higher wages and more benefits that are pulling workers away from the traditional manufacturing sector. Changing Demographics Manufacturing jobs were popular with the now aging workforce. As these workers retire, there are fewer people who are fighting to take their place. Statistics show that while nearly 4 million manufacturing jobs are expected to open up by 2033, half of those roles will go unfilled. Just 14% of Gen Z say they would consider industrial work as a career. Workplace Stereotypes Many job seekers may have outdated beliefs about what manufacturing really looks like. While they may assume it entails dark, unmodern factories, they may be unaware that modern manufacturing is clean and efficient. Economic Uncertainty Some companies may not be able to hire the workers they need due to economic uncertainty. This can result in overworked employees and a decrease in production. Ways to Reverse The Trend While this trend in manufacturing hiring is disturbing, there are things that employers can do to improve the situation and help themselves. Offer Better Compensation Manufacturing companies can offer better wages and benefits to compete with tech companies that may have more on the table. If the offer is right, a candidate may choose to work for a smaller company rather than a tech giant. Look to Build Skills Explore internal training that helps employees with both technical and digital skills. This will allow employees to gain the knowledge they need to excel in both areas. Offer Flexible Work Schedules Since those in the manufacturing field can’t work remotely, employers can offer flexible schedules, such as 4-day work weeks. This can help to attract more candidates. Find Ways to Collaborate Work with educational institutions and staffing agencies to find trained workers who have the desired skills and are ready to work. Use Social Media for Authentic Storytelling Reverse the stereotypes that some manufacturing facilities may have by providing authentic storytelling. Use platforms like TikTok and Instagram to provide a behind-the-scenes look at a real manufacturing facility and the people who work there. Provide Referral Incentives Provide incentives for employees if they bring on a candidate who gets hired and stays on the job for a set time. This can help to attract qualified workers and retain the ones you have. Partner with Summit Careers to Find Qualified Candidates If you’re a manufacturing company looking to find qualified candidates, Summit Careers is here to help. We have a growing database of candidates who are looking for jobs just like yours. Contact us today to learn more about our manufacturing staffing program and how you can benefit.