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company functions. I've been working with a client on what the warehouse progression should look like in a typical distribution company and discovered that there needs to be a real emphasis on the fi rst week if the person is going to be successful in the long run. Part of this orientation is to help them under- stand the role of distribution in the supply chain and ultimately how the organization makes money. If done in a general manner, the concepts will not be too overwhelming and should help the new team member become engaged more quickly. Fostering the team concept is very critical in the fi rst week of employment. I would suggest that the owner, or high ranking executive, take a few minutes to introduce themselves as soon as pos- sible. These are folks who want to know the big picture early on. I used to hate it when my controller refused to learn I was recently perusing some online material from my favorite generational guru, Claire Raines. She is the founder of Claire Raines and Associates, which spe- cializes in training employers to man- age generational confl ict in the work- place. Her original book, Connecting Generations, literally pulled me back from the ledge when I was a young branch manager. As I was rolling through her articles, I ran across an excerpt from her book Millennials@Work. In it, she discuss- es some "rules of engagement" that employers should follow when working with this generation. Trust me, there's a need there. Over the last few years, I've facilitated several branch and warehouse management training courses and have become accustomed to older members in the audience expressing frustration, to the point of exasperation, with their younger employees. Although I'm fully aware that commu- nication breakdown is the overwhelm- ing culprit, I also believe the discord is fostered by a lack of basic knowledge on "the rules." In an effort to minimize the frustration, and hopefully save a few sleepless nights for those charged with managing this group, here are a few insights on how to create a healthier working environment for you and your millennials. By no means is this an exhaustive list; but hey, we have to start somewhere. Millennials will become a better addition to your organization if they… See themselves as connected to, and part of, the organization. Right from the outset, this new generation wants to know how the anyone's fi rst name for the fi rst year. Although I knew he was exaggerating, it was a glaring example of how discon- nected executives can be. Are given opportunities to problem-solve with their colleagues. We often send mixed messages to our newest employees. We want them to be thinkers, yet we tend to provide all the answers. Let's face it, these new folks are smart—I mean really smart. What they lack is structure and context. Once your new person has learned the basic structure and function of your ware- house, challenge them. Learn to ask for opinions on how to handle a labor- intensive task. When a diffi cult situation arises, ask them how they would solve the problem. Our ability to unlock this innate creativity is often the difference between long-term success or short- term failure. Connect their individual contributions with their own and the company's goals. Developmental plans tend to be a for- eign concept in the distribution world. Most would lump this under the training umbrella, but I think it goes a little deep- er. Essentially, building a developmen- tal plan with a new employee demon- strates your commitment to their goals as a person. Understand that individual goals and company goals do not have to exist in separate camps. In fact, the Welcoming Millennials into the Warehouse Welcoming Millennials into the Warehouse Welcoming Millennials into the Warehouse Welcoming Millennials into the Warehouse Welcoming Millennials into the Warehouse Welcoming Millennials into the Warehouse Welcoming Millennials into the Warehouse Welcoming Millennials into the Warehouse Welcoming Millennials into the Warehouse Welcoming Millennials into the Warehouse Welcoming Millennials into the Warehouse Welcoming Millennials into the Warehouse By Jason Bader Jason@Distributionteam.com Check out the work being done by Claire Raines at her website www.generationsatwork.com. She has some great material on managing the generational communication challenges we all seem to face. it when my controller refused to learn the frustration, and hopefully save a few sleepless nights for those charged with managing this group, here are a few insights on how to create a healthier working environment for you and your millennials. By no means is this an exhaustive list; but hey, we have to start somewhere. Millennials will become a better addition to your organization if they… See themselves as connected to, and part of, the organization. Right from the outset, this new generation wants to know how the between long-term success or short- term failure. Connect their individual contributions with their own and the company's goals. Developmental plans tend to be a for- eign concept in the distribution world. Most would lump this under the training umbrella, but I think it goes a little deep- er. Essentially, building a developmen- tal plan with a new employee demon- strates your commitment to their goals as a person. Understand that individual goals and company goals do not have to exist in separate camps. In fact, the 18 FEDA News & Views continued on page 22