By Steve Saltzgiver, Fleet Success, Senior Advisor
First, let me start by saying that I can’t believe we’re bringing this topic up once again as it was beaten up pretty well several years ago when we saw this emerging trend surface. But, during this past year, as I’ve attended many fleet management conferences and as I’ve immersed myself heavily into fleet management consulting once again, I’m seeing this phenomenon ever more present among today’s fleet professionals.
In the realm of fleet management, an impending “Perfect Storm” has been brewing over the past decade, with the convergence of two major challenges: the rapid emergence of complex vehicle technologies and the accelerated retirements of the Baby Boomer generation. This perfect storm threatens to create a significant void in fleet management acumen and expertise. Industry leaders such as Paul Lauria and I have recognized this phenomenon, shedding light on its implications. In this article, we will delve into the challenges posed by this perfect storm and explore potential solutions to bridge the growing expertise gap.
First, admittedly as a Boomer, today’s employees are much more technologically savvy than most of us from my generation. However, having grown up with too little technology and having to adapt to the ever-increasing amounts of technology changing daily, many of us have had to adapt rather quickly. As I contemplate the difference between today’s employees and Boomers, the primary distinctions are really self-confidence, boldness, competition, and absence of fear. Let me explain.
Us Boomers grew up in an environment where we had to make our own way, following in the footsteps of the greatest generation who emerged from World War II. What we learned from forefathers was anything is possible and using your own ingenuity would lead to success over your competition or enemy. I personally remember my first foray into the fleet shop as a new mechanic like yesterday when the shop foreman threw me the keys to a Backhoe and told me to bring it into the shop for a repair. Having never operated a Backhoe was not a barrier or obstacle entering my mind. I simply jumped in the seat and figured it out. We see most of today’s generation absent of this self-confidence and boldness to try new things and experience potential failure. Likewise, I remember having to pick up a welding rod to weld a truck frame without hesitation even though I never welded anything in my life (couldn’t attest to how safe it was?).
We were (and are) a bold generation who took on all the challenges and obstacles placed before us in life and the workplace. As such, we became avid readers, students, and quick studies to learn everything we needed to help us excel in our jobs as fleet professionals. Today, it’s challenging to get workers to jump into and operate vehicles with manual transmissions and older technology. Even now, we Boomers celebrate this older technology in the form of restoring and operating the muscle cars of the past.
So why did this change over generations? Us Boomers would be remiss if we didn’t shoulder some of the blame associated with these new generational challenges. Now, we need to contemplate how we help the newer generation of workers adopt some of these skills and passions to be a better, more enlightened, and productive employee amidst the perfect storm.
Generational differences between Baby Boomers and today’s workers, often referred to as Millennials and Generation Z, are shaped by a combination of historical events, technological advancements, cultural shifts, and economic conditions. It’s important to note that generational characteristics are generalizations and don’t apply to every individual within a generation. People are influenced by a wide range of factors, including upbringing, personal experiences, and values. That said, here are some key differences between Baby Boomers and today’s younger workers:
Baby Boomers grew up in a world with limited technology compared to today. Many Boomers experienced the advent of personal computers and the internet later in life. In contrast, Millennials and Generation Z have grown up with technology as an integral part of their lives, with access to smartphones, social media, and the internet from a young age. Younger generations tend to be more tech-savvy and comfortable with digital tools and platforms. They often rely on technology for communication, work, entertainment, and information.
Baby Boomers are often associated with a strong work ethic and a commitment to traditional 9-to-5 office jobs. They value job stability and loyalty to a single employer. Younger generations may prioritize work-life balance, flexibility, and purpose-driven work. They are more likely to explore freelancing, remote work, and the gig economy. Career mobility and the pursuit of meaningful experiences in work are often emphasized.
Baby Boomers tend to prefer face-to-face or phone conversations for work-related communication. They value formal written communication and may be less accustomed to informal digital communication. Younger generations heavily rely on digital communication tools such as email, messaging apps, and video conferencing. They are comfortable with informal and rapid exchanges and may prefer written communication through email or text over phone calls.
Baby Boomers often have hierarchical leadership styles and may value seniority and experience when making decisions. Younger generations may prefer more collaborative and inclusive leadership styles. They value diversity and inclusion and may be more open to input from colleagues regardless of their position.
Baby Boomers lived through significant social and political events, such as the Civil Rights Movement and the Vietnam War. Their values may be influenced by the experiences of that era. Younger generations tend to prioritize issues like sustainability, social justice, and diversity. They are often more politically and socially engaged, using their voices and platforms to advocate for change.
Baby Boomers experienced a more stable job market and had access to employer-sponsored pensions and retirement benefits in many cases. Younger generations have faced economic challenges, including student loan debt and a competitive job market. They may prioritize financial independence and seek alternative retirement savings strategies.
It’s essential we recognize that while these generational differences exist, individuals within each generation vary widely in their beliefs, behaviors, and experiences. Effective communication and collaboration across generations in the workplace require understanding and appreciation of these differences while also recognizing the common goals and values that can unite people of different ages.
The first element of this perfect storm is the rapidly advancing technological complexity of fleet vehicles. In today’s automotive landscape, vehicles are equipped with sophisticated systems, including telematics, GPS tracking, autonomous features, and electric powertrains. These technologies require a new level of understanding and expertise that fleet managers must possess to optimize operations, ensure safety, and minimize costs.
The second component is the mass retirement of the Baby Boomer generation, a group that has contributed significantly to the field of fleet management. As these experienced professionals exit the workforce, they take with them decades of industry-specific knowledge and a deep understanding of managing large fleets efficiently.
During the past several client engagements we have noticed fleets not employing the best practice use of Preventive Maintenance (PM) Inspection checklists, either digitally or paper-based. When confronted, clients state their mechanics are trained to spot defects as they circle the assets. This practice is unacceptable for many reasons. Using a PM checklist shown in Figure 1 to inspect vehicles is crucial for several reasons:
Simply, a PM checklist is a proactive approach to vehicle care that helps ensure safety, reliability, and cost-effectiveness. It’s an essential practice for both personal and business vehicles to minimize risks, optimize vehicle performance, and extend their lifespan.
The convergence of rapidly evolving vehicle technologies and the retirement of the Baby Boomer generation has created a “Perfect Storm” in fleet management. To navigate these challenges, the industry must embrace mentorship, continuous education, collaboration, and digital tools. Along with a greater degree of patience and tolerance to instill the boldness and self-confidence necessary to tutor a new generation of fleet professionals. By doing so, fleet management professionals can better weather the storm and ensure that the expertise gap is covered, allowing for continued excellence in this critical industry sector.
To help bridge the gap at your fleet operation, let our experienced RTA fleet consultants help. Contact us to schedule a consultation!
To gain further insights into this “Perfect Storm” in fleet management, consider the following references: