Toolbelt Generation

 

There is a buzz going around about Gen Z Becoming the Toolbelt Generation.  Let’s dig a little deeper into what impact this will have on the future employees of a dealership.

Let’s start with understanding the Gen Z generation:

·       Includes those born roughly between the mid-1990s and early 2010s,

·       They have grown up in a time of rapid technological advancement. Technology comes easy for most of this generation. Utilizing smartphones, social media and the internet is a part of life. No doubt will continue to be early adopters of emerging technologies

·       They have been characterized with a strong desire for autonomy, flexibility, and they expect work-life balance, and are not afraid to challenge the status quo.

·       They seek meaningful work and opportunities for continuous learning and skill development. They want to provide input about their work and direction.

·       The Gen Z employees are often entrepreneurial-minded and are comfortable with remote work and digital collaboration tools. Working as part of a team can be a challenge.

The term "Toolbelt Generation" may be a little broader than our typical reference point.  This generation is a group of workers who possess a diverse set of skills and are adept at using various tools, both traditional and digital, to accomplish their tasks. These individuals often thrive in roles that require adaptability, problem-solving skills, and proficiency with technology. Jobs considered part of the Toolbelt Generation include.

To better understand how broad the interpretation is of the Toolbelt Generation let’s look at a list of job titles within an Indeed webpage titled “Toolbelt Generation Jobs”.

·                        CNC Programmer Level II

               Automotive Technician

·                      Laborer

·                     Equipment Repair Technician

·                    Carpenter Journeyman

·                   Airline Customer Service Agent

·                   Lead SDLC Process Owner

·                   Lineworker Apprentice

·                   UM/UIM Moderate Represented Adjuster

·                   HVAC Helper

·                   LEAN Six Sigma Greenbelt

·                   Termite Technician

·                   Sr Principal Engineer Quality

·                   Residential Broadband Technician

·                   Regional Quality Specialist

·                   Plant Operator, Electric Power Plant

·                   VRT Quality Analyst- Assembly Plant

·                   Detention Officer I

·                   Lead Installer

·                   LPN- Home Health

To expand on the broadness of the Toolbelt Generation below is a list of programs offered by a technical school focusing on high school students in their junior/senior year and adults wanting to obtain some additional job skills/certificates/certifications.  The list below was taken from the school’s program offering list for the 2024 academic year:

·                   Aesthetics

·                   Automotive Technologies

·                   Barbering

·                   Behavioral Health

·                   Collision Repair

·                   Commercial Baking & Pastry Arts

·                   Construction Technologies

·                   Cosmetology

·                   Culinary Arts

·                   Dental Assistant

·                   Diesel Technologies

·                   Emergency Medical Technician

·                   Fire Science Academy

·                   Plumbing Service & Repair Technician

As can be seen from the job titles and academic program offerings, the types of “Toolbelt” jobs/careers is very broad.  There are also associated costs.  For example, an adult enrolling in the two-year Diesel Technologies program at this one school will cost almost $10,000.  The local community college with a similar program will cost approximately $12,000.  In addition to the cost of tuition the individuals may be required to purchase their own trade tools, which adds to the cost of entering specific career fields.  We need consider the initial cost of hand tools and education needed for the entry level Tool Belt positions of today.

The impact of offering a broad range of careers provides individuals with many options to select from when deciding on a career.  This is a great advantage for the individuals, but for our industry it will continue to make it difficult to fill the open position and fill the openings of the future.  Dealerships will need to be competitive to attract potential candidates and focus on retention of the employees currently employed.

Recruitment and retention are not just the role of the Human Resource department, or the responsibility of the supervisor.  An effective recruitment and retention effort requires an “all hands-on deck” approach.  Below is what I refer to as the four “R’s” of recruitment and retention:

·       Retention- Keep the team members that can move your organization forward. This includes coaching, mentoring, providing opportunities for personal growth, and building a team.

·       Recruitment- Provide various avenues to recruitment talent.  The avenues should be a balance of entry level positions the advanced roles.  Recruiting should include everyone within the organization, not just the recruiters.  Recruitment begins early in the potential applicant’s life. This includes the “Touch A Truck” events, high school students seeking a career that does not require a college degree, and second career individuals such as veterans and automotive technicians looking for a change.

·       Relationships- Develop a positive relationship with each employee and expect the employees to expand their relationships within and across the organization.  Get outside our departmental boxes and get to know the other members of the overall team.  What can we do to support their individual success, while contributing to the success of the overall teams?  Develop cross functional teams to solve issues and identify improvements for the organization.

·       Respect- Be willing to have difficult discussions.  Most employees what an upfront discussion on how to improve and how they can contribute to the team effort.

Being part of the Tool Belt Generation provides great opportunities for the individuals but will require employers to understand the needs of the applicants and employees, while being competitive in the marketplace by providing a work environment that is attractive to this generation.