Bridging the Generational Divide: Motivating the Next Generation with a Mentor Mindset

by Zebulon Smith

Outfitters across the nation are grappling with a common sentiment: “Nobody wants to work anymore.

The idea that younger generations lack motivation isn’t new – in fact, the “nobody wants to work anymore” argument has been around since at least 1894. But does the argument have any solid footing? Or are we simply misunderstanding what motivates today’s young workforce?

Lucky for you, substantial academic research has recently cast a light on the true motivators of young employees. The key lies in adopting a mentor mindset that nurtures the potential of younger workers, aligning their aspirations with your company’s growth.

The Times, They Are A-Changin’ 

Today’s workforce is in the middle of a seismic shift. Bridging the generational divide between outfit owners (primarily Baby Boomers and Gen X) and younger employees (primarily Millennials and Gen Z) can feel like a daunting challenge.  

According to Glassdoor and the U.S. Census Bureau, 2024 was the first year there were the same number of Baby Boomers in the work force (17 million) as there were Gen Z-ers (also 17 million) – each holding down about 13% of the workforce respectively.  

By 2029, Boomers and Gen X are expected to shrink to just 5% and 25% of the work force, respectively. Millennials and Gen Z will balloon to make up a whopping 70% combined. That’s a massive shift in just five years.

“Nobody Wants to Work Anymore” is a Myth 

You’ve surely heard that phrase before. Or perhaps you’re guilty of voicing it yourself. Yet here we are – each generation has contributed substantially to building industries, developing businesses, and growing the economy. So, what’s really going on? 

The simple truth is that leadership styles that motivated Baby Boomers and Generation X simply don’t resonate with Millennials and Generation Z. Younger workers are often labeled as lazy or entitled when, in fact, they are merely driven by different values.  

The good news is that by understanding younger generations’ motivators, outfit owners can tap into the energy and enthusiasm of the next generation and inspire them to become high-performing leaders. 

Understanding Today’s Workers 

Although it may come as a surprise, today’s employees are in fact highly motivated. However, their priorities differ from previous generations.  

Unlike Baby Boomers, who often worked for financial security and were willing to endure crummy jobs for years, Millennials and Generation Z are more concerned with work-life balance, purpose, and social impact. For younger workers, money is not a replacement for self-respect or job satisfaction. 

According to a 2023 Randstad report, today’s employees “crave meaningful work, long-term stability, and roles that emphasize worker well-being.” Anecdotally, thanks to contributions from the industry’s first and only leadership peer group, The Eddy, we also know that today’s employees want to feel like their contributions matter—that they’re not just cogs in a machine but are actually being helpful. 

This shift in values reflects a broader generational divide. Outfit owners, who often “picked up the trash” and got their hands dirty without question, may struggle to understand why younger workers aren’t willing to do the same. However, this doesn’t mean young employees are unwilling to contribute. They simply need a different approach.

The Mentor Mindset: A New Leadership Approach 

The way to bridge this generational divide is for leaders to shift their mindset from one of control to one of authority and, most importantly, mentorship.  

To quote James C. Hunter from his best-selling book on leadership, The Servant: “Leading with control is about telling people what to do.” Leading with control involves punishment when there are failures and assumes that employees will follow out of duty – a tactic that may have worked in the past, but one that is no longer effective. Today’s employees want to be inspired, not controlled. 

A healthy mentor mindset is rooted in authority rather than control. It’s about earning your employees’ trust and respect and motivating them to want to follow you. For a deep dive into the research behind mentor mindsets, we highly recommend reading the book “10 to 25: The Science of Motivating Young People” by Dr. David Yeager from cover to cover.

The long and short of it is: Whereas controlling and “enforcer” mindsets demand high expectations with minimal support, and “protector” mindsets provide high support with minimal expectations, “mentor” mindsets offer the best of both worlds: combining high expectations with high levels of support. Mentors are empathetic, offering guidance and emotional support, but they also hold their team members to high standards. 

This is where the generational divide can become an opportunity. Young employees, who are in a crucial stage of personal and professional development, are looking for trusted people who can guide them. Contrary to popular belief, they actually do want to earn respect by making meaningful contributions and learning from their mentors. The role of a mentor is to create an environment where this growth can happen.