Try asking your Gen X, Y employees up to the mike

I am always interested in watching how innovative companies challenge traditional means of learning in a public forum. At a Conference Board of Canada convention in London, Ontario recently, one such corporation assembled a panel of young frontline workers for an open Q&A period. A unique approach.

The employees were told to speak from their hearts about their jobs and reassured that nobody was going to get fired. No previous coaching had taken place. The questions came from the audience and from a moderator. Here are some of the responses from the new generation of leaders:

1. All workers at every level have a responsibility to learn safety knowledge and training - and use it.
2. Being challenged to improve the workplace is critical. If this emphasis doesn't exist, employees will move on to another company.
3. Having an emotional connection with the company through its reputation is important. Pride of working for a leader is an intangible factor, but nevertheless still a draw for new employees.

Take a chance - talk to your employees directly

Sure, it can be risky to hear from inexperienced generation Y and X employees in a public forum. But how are you going to be competitive in the marketplace if you don't take that chance? How are you going to keep up in the race for talent?

The feedback was honest and straight up. Young employees liked working for this company because they feel safe, challenged, mentored and rewarded.

But there was an underlying warning to the other employers in the audience that day: if any of the above factors - such as safety training - are missing, employers will soon be searching for adequate replacements.

Having insight from all genders,generations and cultures keeps the company culture fresh. That's no different than branding or updating the company product.