The workforce is shifting—and so are employee expectations. Gen Z and Millennials now make up the majority of today’s workforce, and they’re reshaping what it means to build a strong, modern workplace. If your dealership is finding it tough to attract and keep younger talent, you’re not alone. The key lies in understanding what drives these generations.
That’s why we brought together Savannah Bayci, Marketing Manager at Stotz Equipment, and Peyton Garret, Marketing Manager at King Ranch Equipment, for a panel at the 2025 JDUG Conference to explore how dealerships can better engage the current and future workforce.
In this blog post, we've summarized our insightful session, and you can also watch the full discussion here. ⬇️
Gen Z prioritizes technology, efficiency, and work-life balance. Having grown up in a digital world, they expect dealerships to adopt modern solutions and provide a clear path for career growth.
Millennials balance innovation with experience. They bridge the gap between younger and older employees, emphasizing work-life balance as they move into leadership roles.
One of the biggest misconceptions is that younger employees struggle with communication. In reality, they expect multi-channel, real-time communication—from emails and texts to collaborative digital platforms. The challenge is adapting dealership culture to meet these expectations while also ensuring alignment with older generations who may prefer more structured communication.
Additionally, Gen Z and Millennials seek transparency and immediate feedback. They want to understand how their work contributes to the dealership’s success and value consistent, open conversations about performance and expectations.
To attract and retain younger talent, dealerships must adapt to their needs while leveraging the strengths of every generation. Here’s how:
1. Enhance Communication – Use digital tools like Slack, Microsoft Teams, or project management platforms to create open and collaborative spaces for feedback.
2. Embrace Flexibility – Where possible, offer flexible schedules or hybrid work options. Young employees value work-life balance just as much as they do career growth.
3. Leverage Generational Strengths – Assign tasks based on strengths rather than age. Not every Millennial loves social media, and not every Gen Z employee dislikes traditional processes.
4. Improve the Hiring Process – Younger candidates expect timely responses and transparency during recruitment. A slow or unclear hiring process may drive away top talent.
While generational differences exist, dealerships can foster a collaborative environment by focusing on strengths, improving communication, and being open to change. The companies that do this successfully will not only retain top talent but also build a more innovative and competitive workforce.
Looking to get feedback from all of your employees? Schedule a personalized demo today and see how you can attract and keep talent by turning employee feedback into actionable insights with our turnkey engagement program.