There isn’t a shortage of laborers. There’s a shortage of managers willing to lead the next generation.

It’s no secret many leaders feel like we have had a shortage of laborers in the workforce or a shortage of employees in general. When really, the shortage is in managers and companies willing to take risks on people with more passion than experience.

This is something Keaton Turner, founder, and president of Turner Mining firmly believes in. He said, “he is intentional with his hiring and depends very little on their resume and experience.” Keaton believes attitude is the greatest asset his company needs in new hires. If he is hiring people with passion and a desire to learn, he believes they can be taught. When new hires are lacking passion, they can easily lose their motivation. 

Moreover, when hiring millennials, it’s also important to remember they require patience. They are a challenge to train and work with because of their curious nature. This is a generation that always wants to know “why” and constantly dig deeper. With their desire to constantly ask questions and learn, comes passion and determination. While working with millennials may be a challenge, they are a very passionate generation and they want to prove they deserve to have their job and are eager to earn promotions.

Another interesting thing about this next generation, they are more likely to leave larger corporations for jobs at smaller companies or even start-ups. They want to have room for growth and be in an atmosphere where they can challenge ideas and think outside of the box. Millennials don’t want to conform to how things have always been done, they want to find creative solutions to do things better and more efficiently than they were done before. Older generations can sometimes struggle to mesh with newer generations and their ideas. When multiple generations work together they can often find an even more efficient way to work by combining age-old practices with new and innovative tactics. 

Many people feel the younger generations require coddling in the workplace. They enjoy recognition, trophies, or employee of the month awards, and social media shout outs for their hard work. To older generations, this often seems over the top and unnecessary. However, it works! Sometimes companies need to conform to give their employees these types of “rewards” as motivation. It is all about finding what makes the next generation tick and leveraging these things for your company. 

We have a lot to teach the next generation. It is important we share our crafts with them and give them all of the tools they need to be able to replace us without skipping a beat. However, we also need to take their minds into consideration when doing so. With a little bit of patience, we can learn how to teach them more effectively, and probably even learn a little ourselves along the way. 

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Brian Brogen, Build Yourself & Then Build Others! 

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