March 13, 2025 • 32 mins
Step into a world where kindness and creativity triumph over negativity. Join us for an inspiring conversation with Jill Morrison, the trailblazing founder of Bee Memorable, as she shares her unique journey from the insurance and title industries to establishing a standout marketing firm. Discover the story behind the name "Bee Memorable," inspired by the improbable flight of a bumblebee, and learn how Jill crafts personalized marketing strategies that make entrepreneurs truly unforgettable.
Ever wondered how different generations navigate the modern workplace? We explore the fascinating dynamics between the Silent Generation, Baby Boomers, Gen X, Millennials, and Gen Z, each shaped by distinct technological and cultural landscapes. From the Baby Boomers' dedication to long office hours to Millennials' pursuit of work-life balance, we examine how these perspectives create both challenges and opportunities for collaboration. Empathy and open-mindedness are key to bridging these generational divides, fostering a workplace where all voices are valued.
Work-life balance means something different to everyone, and our discussion dives into how each generation approaches this elusive concept. We encourage you to adopt a mindset of curiosity and understanding, using kindness as a tool to unite diverse age groups for a more harmonious and productive work environment. Join us as we uncover the power of empathy in transforming workplace dynamics and nurturing collaboration across generations.
#generations #genx #millenial #community
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Well, hello there and welcome.
You are listening to theKindness Matters podcast and I
am your host, mike Rathbun.
What is this podcast all about?
It's about kindness.
It's a pushback againsteverything negative that we see
in the news and on social mediatoday, and it's a way to
(00:20):
highlight people, organizations,that are simply striving to
make their little corner of theworld a little better place.
If you want to join in on theconversation, feel free, Go
ahead and follow us on all ofyour social media feeds.
We're on Facebook, instagram,tiktok.
We're even on LinkedIn underMike Rathbun.
(00:42):
Check us out.
We're even on LinkedIn underMike Rathbun.
Check us out and, in themeantime, so sit back, relax,
enjoy and we'll get into theKindness Matters podcast.
Hey, hello there and welcome tothe show everybody.
I am so glad and so honoredthat you took the time to join
(01:05):
us and listen in.
I have an amazing guest for youtoday Reminder.
I do this on every show.
If you hear something in thisshow that speaks to you, that is
uplifting or inspirational ormotivational, please make sure
to share it with your family andfriends, and make sure to
(01:27):
follow us on all of our socials.
They're in the show notes andalso, you know what.
Give me a recommendation, giveme a rating, a review, anything,
just so I know you're out thereand listening.
So let's talk about today,though, because my guest today
is Jill Morrison.
She is the founder, founderowner, all the things head
(01:54):
honcho big cheese, main personof Be Memorable, which is a
marketing firm.
Yes, is that right?
Yes, and you spent the lastdecade working one-on-one with
real estate agents and businessowners and entrepreneurs
(02:15):
crafting personalized marketingplans, right?
Yes, Now were you doing thatwith another organization, or
was this all through BeMemorable?
Speaker 2 (02:27):
Sure, great question.
So the first part of it, rightafter I graduated, I sold
insurance for a little bit andthen I got into title insurance
and I marketed a lender as well,and during the time when I
worked for the title company andthe mortgage company, I was
kind of like a gift withpurchase.
So meet with her, get to knowus, she'll help with your
(02:47):
marketing.
Oh yeah, by the way, we alsohave title services.
Or oh yeah, by the way, we alsohave mortgage services.
And so I kind of got to dabblein it and figure it out and try
some things out and build up alittle bit of experience before
I launched.
Be Memorable.
Speaker 1 (03:03):
Build up a little bit of experience before I launch.
Be Memorable, I was briefly inreal estate, my wife we weren't
married at the time, but we bothworked for the same company.
We got laid off.
I had to find another job, so Itook a job with a company
called Mortgage InformationServices, mis.
Speaker 2 (03:24):
Yeah.
Speaker 1 (03:25):
Have you heard of them?
Speaker 2 (03:26):
I have not.
Speaker 1 (03:27):
Oh good, because I think they may have gone out of
business.
No, and I must have BS'd reallywell to get that job, because I
had no experience in themortgage industry, none
whatsoever.
But you know, they gave me alaptop and a car and I got to go
around.
Speaker 2 (03:45):
What more do you need ?
Speaker 1 (03:46):
Right, and that was in 2005.
Okay, and we were one of ourbiggest customers, was
Countrywide, and we all knowwhat happened there.
Yeah, so they, they, they said,yeah, this isn't working out at
the end of 2005.
But you know what that workedout for the best, because in
(04:09):
2006, my wife and I started ourown company and it's not
mortgage related, but, yeah, itwas an experience.
And then, of course, 2008 camealong.
Speaker 2 (04:21):
I was going to say probably a good time to get out
of mortgages right before that.
Speaker 1 (04:25):
Yes, exactly, there were blessings upon blessings
with that whole thing.
Speaker 2 (04:31):
Sometimes you don't see them until later.
Speaker 1 (04:33):
Exactly yeah.
Speaker 2 (04:35):
Yeah.
Speaker 1 (04:36):
But anyway, back to you, because you're who would
now talk to me a little bit.
Before we talk about workingwith intergenerational coworkers
and that sort of thing, talk tome about Be Memorable.
Where did that come from?
Speaker 2 (04:52):
Yeah, because it's B-E-E.
Speaker 1 (04:54):
We should be clear.
Speaker 2 (04:56):
Correct Like the bumblebee.
Speaker 1 (04:58):
Right.
Speaker 2 (04:58):
And one of the things I liked the most.
So I always knew if I were tostart a company.
I liked the bumblebee because,for the longest time when they
would look at them, there was noreason why they should be able
to fly Like it didn't.
It does not aerodynamicallymake sense.
They couldn't figure it out.
Essentially, what theybasically believed was that
nobody told the bumblebee thatshe couldn't fly, and so she
(05:21):
just figured it out and that wasit.
And then they figured out laterthat in fact, they can do it
because they flap their wings ina different way and it allows
it to work for them.
And so one of the things Iliked the most about that was
that they found a way to dosomething that was otherwise
impossible by figuring out theirown way of doing it.
(05:41):
And so I kind of like that,that story behind it, that idea
behind it in terms of marketing,in terms of businesses, in
terms of anything, and likegoing after ideas, and then I
just needed a word that workedwith it.
So I tried a lot of them.
I wanted, like I tried, beintentional, but I didn't want
see.
This is where the marketingnerd comes out.
(06:01):
I didn't want three vowels nextto each other in any context
because it looks weird, so Ineeded there to be a consonant
after the E's and then so Itried a bunch of different ones
until I could find one thathadn't been taken and we landed
on be memorable, whichironically works for marketing.
Speaker 1 (06:20):
Absolutely memorable.
Speaker 2 (06:22):
You want your customers to remember you, or
potential customers, so that'sperfect, and you help businesses
find a way exactly, exactly,figuring out how to do it on
their budget to do to run theirbusiness, to run their marketing
, their sales, whatever it is,in a way that excites them,
because business yeah because alot times, but it doesn't have
(06:43):
to always be.
Speaker 1 (06:54):
And the businesses you work for.
And I always had this problemwith the cleaning business right
and when we first started wegot our very first job.
You're going to cringe when Isay this off of Craigslist.
Speaker 2 (07:04):
Way to leverage it.
Speaker 1 (07:06):
Right, we had no money for marketing.
Yeah Well, okay, I shouldn'tsay our very first job.
When we first started it, wesent out an email blast and one
of the people that we used towork with said I need a home
cleaner, can you guys?
So that was our actual firstjob, but one of the first ones
from somebody that we had noidea had never met.
Speaker 2 (07:26):
Yeah.
Speaker 1 (07:27):
Came through Craigslist and that was
perfectly acceptable back then,especially if you were a small
business and just starting out.
Speaker 2 (07:35):
Yeah.
Because it was supposed to justbe like a bulletin board at a
coffee shop, like that was theinitial premise of Craigslist
and then got a little bit.
Speaker 1 (07:47):
Yeah, nobody uses it now no, not really not for
getting jobs and that kind ofthing.
I don't think yeah yeah, yeahso but and and it was.
It was hard.
I remember um going with wetried once working with a local
(08:08):
radio station, hubbardBroadcasting, here in the Twin
Cities on their radio show andall we could afford was like
little 30 second blip on theirstreaming service because that
was cheaper.
Speaker 2 (08:25):
Sure yeah.
Speaker 1 (08:27):
You know I wanted the morning show.
I don't remember who was doingit at the time, but you know I
wanted them to go.
Hey, try these guys.
Speaker 2 (08:34):
Yeah.
Speaker 1 (08:34):
But that would have required cleaning their house.
I joke so, and you really findthis kind of thing fulfilling.
This is your, this is yourcalling right.
Speaker 2 (08:47):
Yeah, I love every bit of it.
I love helping um businessowners especially figure out.
Sales has kind of has gonethrough like phases right.
So the salesman has gotten thislike nasty connotation to it,
when in reality the salesdepartment of most businesses
like nasty connotation to it,when in reality the sales
department of most businessesare the people that are keeping
(09:09):
the business alive.
They're the ones closest to themoney, they're the ones that
are bringing in the income thatsupports everybody else.
Yet, for whatever reason, it'sthe like job category that so
few people want to go into, andso I think then they get caught
up in their head and they don'twant to sell to their friends
and family, and so they don'tknow how to go about it.
And instead you just got tofigure out a way to talk about
(09:31):
what you're doing and how youenjoy doing it, and people want
to support you.
Your people want to help.
They just don't know howsometimes.
Speaker 1 (09:38):
Sure, sure, absolutely.
And that was my downfall, Ithink, with the mortgage company
, because I was supposed to beselling services.
Speaker 2 (09:47):
Yeah.
Speaker 1 (09:47):
But I had no idea what I was selling.
I had no experience in themortgage industry.
It was like they did all kindsof stuff.
They had their own title,people and stuff like that.
Speaker 2 (09:58):
Yeah.
Speaker 1 (09:59):
And the fact is that most mortgage businesses already
have their own inspectors, theones they like to work with,
their own title people.
I didn't know how to sell that,but yeah, you're absolutely
right.
Speaker 2 (10:12):
Fortunately you were in when it was like show a pulse
, get a mortgage, so that waskind of a fun time to be in
mortgages.
Speaker 1 (10:19):
Right, right.
Yeah, I just watched the bigshort the other day for the
first time.
Speaker 2 (10:25):
Yeah.
Speaker 1 (10:25):
Isn't that nuts?
Speaker 2 (10:26):
Yes, yes, I started college and I went to school for
economics and marketing, butthe econ part I started college
in 2008.
And so we were then watchingvideos that were talking about
how subprime loans got sold andhow this created the mess that
it did, and I swear we watchedthe same video like five times.
(10:49):
It was like they were trying todrill in what went wrong, so we
didn't do it again.
Speaker 1 (10:54):
And you guys were watching it and it happened in
real time, really kind of yes.
Speaker 2 (10:57):
Yeah, and that was also on the heels of Enron, so
we had a lot of business ethicsclasses too.
Speaker 1 (11:03):
I'll bet, I'll bet.
So let's talk about.
You and I were talking when wechatted before the show about
how the workforce, how manydifferent generations, are
currently working side by sideright now.
Speaker 2 (11:20):
So currently, for the first time in history, we have
five.
So the silent generation I knowthe silent generation was born
between 1925 and 1946.
So they are on the tail end andfor some it might be a hobby
job, it might be something thatjust gets them out of the house,
or it could be.
For some, they don't makeenough to offset what they're
(11:41):
doing and so they work part-timeto help offset their goals.
Social, yeah.
Speaker 1 (11:48):
Yeah, supplement social security, that type of
thing.
Speaker 2 (11:52):
Exactly so.
It's not like it's necessarilytheir career still, but they're
still there.
And then we've got the babyboomers, gen X, millennials and
then Gen Z born between 1995 and2012.
They are our youngest ones inthe workforce right now.
Speaker 1 (12:09):
Wow, and that just seems like such a huge gap.
I mean, I know well, my mom wassilent generation.
She passed at 85 years ago.
I, when you say silentgeneration, I automatically
think of her and I'm like, oh mygod, but 46 yeah yeah so.
(12:31):
But so they're.
They're not ancient no I guessdepends on who you ask, but yeah
, you ask, yes, and jen's earsand they'd probably say they
were but yes, they also think 40is ancient.
Speaker 2 (12:43):
So exactly.
Speaker 1 (12:44):
So there you go.
So is it difficult for all ofthese generations to work
together?
Speaker 2 (12:56):
Absolutely.
I think that there's.
We always hear the tried andtrue is any generation before me
is out of touch and anygeneration after me is clueless,
and that's been tried and trueis any generation before me is
out of touch and any generationafter me is clueless, and that's
been tried and true.
No matter what generation it is, plug and play.
The ones after us don't have itas hard and the ones before us
will never understand, and itjust that's kind of how it's
(13:19):
always been and I think thatpart has always remained true.
Been, and I think that part hasalways remained true.
But we've got this weird dynamicnow in the workforce where you
have the silent generation whoworked their entire career and
retired without needing to use acomputer, for the most part,
most of them.
If they would have retired inthe early 90s, they probably got
(13:42):
away with most of their careerwithout really having to utilize
computers.
And then on the flip side we'vegot Gen Z, and some of the
younger ones hardly remember atime where they weren't using a
computer for everything, and forall of them the computers
existed for their entirelifetime.
Speaker 1 (14:00):
Yeah, what is the generation that has?
Never, is it?
Yeah what is?
Speaker 2 (14:06):
the generation that has never, is it?
It'll be Gen Alpha, this nextone, where they will have never
known a life without smartphones, because Gen Z the part of them
, like the ones born in, like,2008 through 10, they're also
not going to know that, but theones born in the 90s have a
little bit.
Speaker 1 (14:28):
Yeah, because my kids are both millennials, sure, and
you know, I I think we got themtheir first cell phone when
they were like 12 sure yeah orthereabouts, you know, yeah, um,
and the first cell phones andflip phones.
You couldn't text on them, Idon't think.
Maybe you could, I'm not sure.
Speaker 2 (14:49):
I have a very strong memory of being scolded because
it was five cents for every textmessage you received and 10
cents for every one you sent,and I was threatened within an
inch of my life to do neither.
Speaker 1 (15:00):
Yeah, exactly God, I forgot about that one too.
Yeah, you'd get the bill everymonth and there'd be the data
usage and it's like what, theMm-hmm, yeah, mm-hmm, so
memories, uh-huh, oh God.
So in a business environment,what are the biggest challenges?
(15:27):
I mean, aside from what youjust talked about with the
competition between generations,what are the biggest challenges
there?
Speaker 2 (15:37):
I think that another part of it.
So we've got the bookends right, where Silent Generation to Gen
Z and how markedly differenttheir lives were.
But then when you bring it inone ring closer and we're
looking at baby boomers versusmillennials, there's also
tension there in where, likebaby boomers the nature of the
(16:01):
name right there were so many ofthem coming into the school at
the same time, applying forcollege at the same time, going
into the job market at the sametime, going after the same
promotions and as a result, theylearned that you've got to show
up early and you've got to staylate and you've got to work
your rear end off to be able toearn that next promotion because
(16:22):
somebody else is right thereabout to take it from you.
And so you've got to like put inthese extra hours and so, by
survival, they became theseworkaholics and coined the
phrase and it really became likea badge of honor, like first
one in the office, last one toleave, and then Gen X was like I
feel like there's got to be abetter way than this, Like
(16:43):
there's got to be more balance,and millennials even more so.
And so now this dynamic wherebaby boomers don't think they're
working unless they see theireyeballs in the office, and
millennials saying why do I haveto be here if I can be more
productive at home, or if I getthe exact same amount of work
done, why do I have to sit in mycube for an extra four hours?
(17:04):
Right, yeah, and nobody's happywith it.
And so I think for somemanagers it's trying to figure
out how to balance that to whereyou're not, where you're
empathizing with both sides, buttrying to still have consistent
standards for everybody, andthat can be really difficult.
Speaker 1 (17:25):
Was it?
Was it Gen Xers who coined theterm work-life balance?
Speaker 2 (17:29):
Yes, they were the first of it, which also, in turn
, got them to.
They earned the firstgeneration to be called slackers
as a result.
Speaker 1 (17:39):
By whom?
Probably boomers.
Speaker 2 (17:41):
Yep and silent generation Yep.
Speaker 1 (17:43):
Slackers, slackers.
But yeah, I was.
I was right there.
I'm a boomer and I rememberdoing that.
Just, you know, my day didn'tstart until eight, but if I
wasn't in my seat at seven,working already, I felt like I
(18:05):
wasn't contributing or I mightbe replaced.
Speaker 2 (18:08):
Yeah, absolutely, and we've also seen there was a
little bit of a resurgence inthat during the recession, when
everybody was just trying to geta job.
But lately there's been lessand less of that and this gig
economy is making it.
So people have kind ofpiecemeal together other things
(18:29):
and they're not as worried abouthaving somebody on their tail
trying to take their job asthey've been in the past.
It changes.
Speaker 1 (18:37):
Yeah, they don't have that issue, and plus there's
not as many of them, right,right?
Speaker 2 (18:42):
Right, exactly by nature, right?
Baby boomers so many andthere's a lot of millennials.
But I think it's different,right, you're also kind of
stepping into baby boomer jobs,so as boomers leave, there's
more opportunities.
Speaker 1 (18:57):
Sure sure.
So have you got any hints ortips or tricks for us on maybe
different ways that thedifferent generations can relate
to each other better, maybe?
Speaker 2 (19:10):
Yeah.
So as far as like trying tofigure out how to find common
ground right and I think that'swhere the empathy and the
kindness comes from isunderstanding a little bit more
of why they might be thinkingthe way they are.
So, for example, just tocontinue on where we just said,
(19:30):
with boomers so if we understandthat they're conditioned to
believe that the more time youspend in the office, that is a
mark of a good employee becauseof how they were raised, what
they saw, the competition theyexperienced, then as a later
generation you can take a stepback and say, oh okay, I can see
(19:54):
that, I can see where that wasfor you.
On the flip side, for some theysay I don't want that type of
life because that's what myparents did.
They were gone all day.
Maybe maybe they didn't make itto sporting events, maybe they,
maybe they didn't see theirparents and they're like, if
that's what, I don't want thatfor my life because that's what
I saw my parents do.
(20:15):
And so I think that then on theflip side, for boomers to then
understand, all right, I can seethat there's an opportunity to
work more efficiently maybe, andwe all benefit from not
spending as much time in theoffice and I think, as far as
like crossovers, one of the onesthat just excites me more than
(20:37):
anything is when we look at thecrossover between the silent
generation and Gen Z, becausesilent generation they were.
They were born and raised andreally going into adolescence,
seeing a lot coming out of theGreat Depression, and so what
they saw a lot of is this waste,not want, not reuse things.
Maximize how long you fix itinstead of replacing it, fix it
(21:00):
so that it lasts, find a way toreuse things.
And then you watch as thependulum swung the other way,
right into pretty extremeconsumerism for a while.
And now it's correcting back andGen Z is excited by buying
thrift clothing and buy andreusing different things and
finding a way to make thingslast and not just immediately
(21:24):
replacing it, and I think thatthere's a cool way for those
generations to really get tovibe more than you would think,
finding common ground in just.
Our silent generation has theexperience of how to make stuff
work like that, and Gen Z hasthe desire to learn about it,
and so I think that there's afun dynamic there, and we always
(21:47):
get so caught up in thetechnology gap that we forget
there's other stuff and so Ithink, when you're looking to
get a lot like understand othergenerations, look for the
strengths and how they were,like what they came from.
If boomers were working all thetime, how did they also had
families?
How did they manage it?
What would they have wanted todo differently?
(22:07):
And then asking those questionsand learning from other people,
instead of just like sayingit's wrong, that's not how I
would do it, it's wrong Causethat doesn't.
What does that help?
Speaker 1 (22:19):
Yeah, oh, yeah, I know.
Um, I can just hear Jenactually going.
If I have to hear one more timehow you had to walk uphill both
ways to school.
Speaker 2 (22:29):
In the snow yes, up to here.
Speaker 1 (22:33):
I won't do it, and I think is that necessarily a
generational thing?
Because I think everygeneration says I don't want to
be like, yeah, my dad wasgreatest generation and, uh, you
know, he was very much a kidsshould be seen and not heard
(22:54):
kind of guy and I swore I wouldnever be a parent like him.
I'm too nervous to ask my kidif I turned out that way, but um
, we don't ask questions, wedon't want to know the answers
to.
Exactly no, yeah, we don't needto go there.
No, but is that just?
It would be interesting to see.
(23:16):
Well, millennials are parentsnow, yep, and even some.
Speaker 2 (23:22):
Xers Gen.
Speaker 1 (23:22):
Xers, gen Zs aren't parents now?
Speaker 2 (23:27):
Some They'd be turning 30.
Gen.
Speaker 1 (23:30):
Z.
Yeah, that seems crazy.
Okay, xers are becominggrandparents now.
Speaker 2 (23:40):
Crazy.
Yes, I guess we're acceptingthat at this time.
Speaker 1 (23:43):
It'd be interesting to see if they were like I'm not
going to raise my kids like myboomer father or mother or what
have you.
Speaker 2 (23:53):
Yeah, yeah, because there's a whole other thing here
.
Speaker 1 (23:56):
But yeah, just empathies.
And oh, I'm going to pull out aTed Lasso reference.
Speaker 2 (24:04):
Let it rain.
Speaker 1 (24:04):
Be curious, not judgmental.
Speaker 2 (24:07):
Yes, come from curiosity, start there.
Speaker 1 (24:11):
Yeah.
Speaker 2 (24:12):
Yeah.
Speaker 1 (24:14):
That's yeah for sure.
And I mean, if you and becausewe all have to work together,
right, when you're part of acompany, you're part of a team,
yep, and wouldn't it make yourwork life so much better if,
instead of talking about howthat millennial didn't come into
(24:40):
work today because they hadsomething else to do?
And you know nothing about it,you have no idea, you just know
they're not there.
Speaker 2 (24:54):
Yeah, maybe put that aside and realize that you know
there was a reason and a goodreason, yeah, and to also try
and like find other ways oftracking things too, maybe if
you're looking at it and you'relike, oh well, they just they're
never here or they're.
They feel distracted when theyare.
Well, what are they lagging onthe work they're completing or
not?
Speaker 1 (25:14):
And.
Speaker 2 (25:14):
I think that that's where, too, for boomers.
Sometimes it's okay, take abreath, like are they getting
done what they're supposed toget done, and sometimes more
than great.
If not, then absolutely.
Speaker 1 (25:28):
Yeah.
Speaker 2 (25:28):
We have other conversations, but first, like
we, just got to do the jobyou're hired to do and then you
can get freedom.
Speaker 1 (25:35):
Right, right.
And I wonder how is the?
Because I'm sure you'll find atsome point a, let's say, a
millennial in a supervisor roleover a boomer.
Speaker 2 (25:49):
Sure yeah.
Speaker 1 (25:50):
How does that work?
Speaker 2 (25:52):
Yeah, so that's, that becomes a little different as
far as training goes, becausewith Gen X and millennials, but
Gen X especially, they were thelast generation to play outside
Right, and so they were justlike so.
Speaker 1 (26:11):
I've heard yes.
Speaker 2 (26:13):
They would make the best out of whatever they had to
play with, right, because theycouldn't go back inside.
They can't go play video games,like that's it.
And so they kind of came upwith this, like I'll figure it
out.
They kind of came up with this,like I'll figure it out.
And then for millennials, withthe advent of technology and
that coming into the schools andeverything speeding up
efficiency, so there weremillennials that are always
(26:34):
looking for a more efficient wayto do things, and so on.
Both of them, they're both likeI don't, I don't want you to
tell me what to do, I just tellme the end goal and I'll figure
out how to do it.
And then, on the flip side, ifthey're managing a baby boomer
who, for the majority of theirschool life, home life and work
life, this is how we do it,these are the standard operating
(26:57):
procedures.
This is what it looks like toadvance.
If they come into a situationwhere it's like these are the
targets, figure it out, theymight shut down a little bit
because-.
Speaker 1 (27:07):
You see like sparks coming out of our ears.
Speaker 2 (27:10):
Yeah, because they've been conditioned to believe
that there's got to be a rightway to do it, and I want to do
it the right way and then.
So I think that in a millennialor Gen X situation, when you're
managing somebody who might bea baby boomer to be aware of
that and maybe ask if they wouldlike more steps to figure it
(27:30):
out, just so that they can, like, acclimate faster and not feel
like they're failing, yeah, forsure.
Speaker 1 (27:36):
Wow, that's so fun.
I never.
And you know, when we had a fewemployees with the cleaning
business, yeah, and when yousaid that I was a typical boomer
boss, we have you do it thisway, this way, this way, this
way, this way, this way, andthen double check.
And maybe would I have beenthought of as a better boss if I
(27:58):
had been a little bit moreflexible.
Maybe, who knows, though, withcleaning, thought of as a better
boss if I had been a little bitmore flexible.
Speaker 2 (28:05):
maybe who knows, though, with cleaning, like
there are also for your business, there were standards that
people were buying and wantingRight.
So that's how you get a cleanstandard without doing it your
way, but we don't know.
Speaker 1 (28:21):
So for a millennial I would have just said clean it.
Speaker 2 (28:26):
This is what I want it to look like when you're done
.
Speaker 1 (28:29):
Picture out of a magazine or something of a
sparkling clean bathroom, right?
Yes, yep, that's fantastic.
I so much appreciate yourinsight, jill.
This is great information.
I think anybody who's listening, who's you know in an
(28:49):
environment where you have otherintergenerational coworkers.
I hope this helps you.
Speaker 2 (28:58):
Yeah, absolutely.
Thank you so much for having meon, mike, I really appreciate
it.
Speaker 1 (29:03):
Okay, I have to ask.
Speaker 2 (29:04):
Yes.
Speaker 1 (29:05):
Which podcast?
What number?
What podcast am I?
Because I know you had a goalfor this year yes, you're number
two yes, yes, I'm number two.
Okay, throwback, yeah, we tryharder.
Back when I was growing up,hertz and Avis two car rental
(29:29):
companies, right yeah, and Hertzor one of them would always say
you know, we're the top ranked.
And then the other one startedan ad campaign that said we try
harder.
Speaker 2 (29:40):
I love that I love that.
That's the advertisingmarketing nerd in me loves every
bit of that.
That's amazing.
Speaker 1 (29:48):
It was a lot of fun.
You can look it up.
I'm sure it's in Wikipedia orGoogle or something.
Absolutely.
Thank you so much for takingthe time to share with me today,
Jill.
I really, really appreciate it.
I so look forward.
We will have your website inthe show notes.
Speaker 2 (30:07):
There'll be a link to it and we will link to you on
linkedin if anybody wants toconnect with jill and uh and
make a better yeah I haveextended courses where we could
talk about working withdifferent generations within
your workplace, um, as like ifyou run an HR or if you run an
HR team or if you work withpeople that like business to
(30:30):
business clients who'd like tolearn how to work with other
generations more seamlessly.
I have a couple of classes onthat.
Speaker 1 (30:36):
Fantastic.
Check it out everybody.
Thanks for your time.
Jill have a great weekend.
Speaker 2 (30:41):
Thank you so much, you too.
Speaker 1 (30:48):
I want to thank you for taking the time to listen to
this episode with my guest,jill Morrison from Be Memorable.
I hope you're able to takesomething positive from the time
you spent with us.
Maybe you'll be inspired, maybeyou'll be motivated, maybe
you'll be moved.
If you experienced any of thosepositive feelings, please
consider sharing this podcastwith your friends and family.
I'm always striving to offeryou a better podcast, so give me
(31:12):
some feedback.
Let me know how you think I'mdoing.
Drop me an email, leave me amessage on my socials it would
mean the world Also.
Feel free to follow us on oursocials like Facebook, instagram
, linkedin and TikTok.
This podcast is part of theMayday Media Network.
(31:33):
If you have an idea for apodcast and need some production
assistance, or have a podcastand are looking for a supportive
network to join, check outmaydaymedianetworkcom and check
out the many different shows,like Afrocentric Spoil, my Movie
Generation Mixtape In a PickleRadio Show, wake Up and Dream
(31:56):
with D'Anthony Palin, staxo, paxand the Time Pals.
We'll be back again next weekwith a new episode and we would
be honored if you would join us.
You've been listening to theKindness Matters podcast.
I am your host, mike Rathbun.
Have a fantastic week.
Well, hello there and welcome.
You are listening to theKindness Matters podcast and I
am your host, mike Rathbun.
What is this podcast all about?
It's about kindness.
It's a pushback againsteverything negative that we see
in the news and on social mediatoday, and it's a way to
(00:20):
highlight people, organizations,that are simply striving to
make their little corner of theworld a little better place.
If you want to join in on theconversation, feel free, Go
ahead and follow us on all ofyour social media feeds.
We're on Facebook, instagram,tiktok.
We're even on LinkedIn underMike Rathbun.
(00:42):
Check us out.
We're even on LinkedIn underMike Rathbun.
Check us out and, in themeantime, so sit back, relax,
enjoy and we'll get into theKindness Matters podcast.
Hey, hello there and welcome tothe show everybody.
I am so glad and so honoredthat you took the time to join
(01:05):
us and listen in.
I have an amazing guest for youtoday Reminder.
I do this on every show.
If you hear something in thisshow that speaks to you, that is
uplifting or inspirational ormotivational, please make sure
to share it with your family andfriends, and make sure to
(01:27):
follow us on all of our socials.
They're in the show notes andalso, you know what.
Give me a recommendation, giveme a rating, a review, anything,
just so I know you're out thereand listening.
So let's talk about today,though, because my guest today
is Jill Morrison.
She is the founder, founderowner, all the things head
(01:54):
honcho big cheese, main personof Be Memorable, which is a
marketing firm.
Yes, is that right?
Yes, and you spent the lastdecade working one-on-one with
real estate agents and businessowners and entrepreneurs
(02:15):
crafting personalized marketingplans, right?
Yes, Now were you doing thatwith another organization, or
was this all through BeMemorable?
Speaker 2 (02:27):
Sure, great question.
So the first part of it, rightafter I graduated, I sold
insurance for a little bit andthen I got into title insurance
and I marketed a lender as well,and during the time when I
worked for the title company andthe mortgage company, I was
kind of like a gift withpurchase.
So meet with her, get to knowus, she'll help with your
(02:47):
marketing.
Oh yeah, by the way, we alsohave title services.
Or oh yeah, by the way, we alsohave mortgage services.
And so I kind of got to dabblein it and figure it out and try
some things out and build up alittle bit of experience before
I launched.
Be Memorable.
Speaker 1 (03:03):
Build up a little bit of experience before I launch.
Be Memorable, I was briefly inreal estate, my wife we weren't
married at the time, but we bothworked for the same company.
We got laid off.
I had to find another job, so Itook a job with a company
called Mortgage InformationServices, mis.
Speaker 2 (03:24):
Yeah.
Speaker 1 (03:25):
Have you heard of them?
Speaker 2 (03:26):
I have not.
Speaker 1 (03:27):
Oh good, because I think they may have gone out of
business.
No, and I must have BS'd reallywell to get that job, because I
had no experience in themortgage industry, none
whatsoever.
But you know, they gave me alaptop and a car and I got to go
around.
Speaker 2 (03:45):
What more do you need ?
Speaker 1 (03:46):
Right, and that was in 2005.
Okay, and we were one of ourbiggest customers, was
Countrywide, and we all knowwhat happened there.
Yeah, so they, they, they said,yeah, this isn't working out at
the end of 2005.
But you know what that workedout for the best, because in
(04:09):
2006, my wife and I started ourown company and it's not
mortgage related, but, yeah, itwas an experience.
And then, of course, 2008 camealong.
Speaker 2 (04:21):
I was going to say probably a good time to get out
of mortgages right before that.
Speaker 1 (04:25):
Yes, exactly, there were blessings upon blessings
with that whole thing.
Speaker 2 (04:31):
Sometimes you don't see them until later.
Speaker 1 (04:33):
Exactly yeah.
Speaker 2 (04:35):
Yeah.
Speaker 1 (04:36):
But anyway, back to you, because you're who would
now talk to me a little bit.
Before we talk about workingwith intergenerational coworkers
and that sort of thing, talk tome about Be Memorable.
Where did that come from?
Speaker 2 (04:52):
Yeah, because it's B-E-E.
Speaker 1 (04:54):
We should be clear.
Speaker 2 (04:56):
Correct Like the bumblebee.
Speaker 1 (04:58):
Right.
Speaker 2 (04:58):
And one of the things I liked the most.
So I always knew if I were tostart a company.
I liked the bumblebee because,for the longest time when they
would look at them, there was noreason why they should be able
to fly Like it didn't.
It does not aerodynamicallymake sense.
They couldn't figure it out.
Essentially, what theybasically believed was that
nobody told the bumblebee thatshe couldn't fly, and so she
(05:21):
just figured it out and that wasit.
And then they figured out laterthat in fact, they can do it
because they flap their wings ina different way and it allows
it to work for them.
And so one of the things Iliked the most about that was
that they found a way to dosomething that was otherwise
impossible by figuring out theirown way of doing it.
(05:41):
And so I kind of like that,that story behind it, that idea
behind it in terms of marketing,in terms of businesses, in
terms of anything, and likegoing after ideas, and then I
just needed a word that workedwith it.
So I tried a lot of them.
I wanted, like I tried, beintentional, but I didn't want
see.
This is where the marketingnerd comes out.
(06:01):
I didn't want three vowels nextto each other in any context
because it looks weird, so Ineeded there to be a consonant
after the E's and then so Itried a bunch of different ones
until I could find one thathadn't been taken and we landed
on be memorable, whichironically works for marketing.
Speaker 1 (06:20):
Absolutely memorable.
Speaker 2 (06:22):
You want your customers to remember you, or
potential customers, so that'sperfect, and you help businesses
find a way exactly, exactly,figuring out how to do it on
their budget to do to run theirbusiness, to run their marketing
, their sales, whatever it is,in a way that excites them,
because business yeah because alot times, but it doesn't have
(06:43):
to always be.
Speaker 1 (06:54):
And the businesses you work for.
And I always had this problemwith the cleaning business right
and when we first started wegot our very first job.
You're going to cringe when Isay this off of Craigslist.
Speaker 2 (07:04):
Way to leverage it.
Speaker 1 (07:06):
Right, we had no money for marketing.
Yeah Well, okay, I shouldn'tsay our very first job.
When we first started it, wesent out an email blast and one
of the people that we used towork with said I need a home
cleaner, can you guys?
So that was our actual firstjob, but one of the first ones
from somebody that we had noidea had never met.
Speaker 2 (07:26):
Yeah.
Speaker 1 (07:27):
Came through Craigslist and that was
perfectly acceptable back then,especially if you were a small
business and just starting out.
Speaker 2 (07:35):
Yeah.
Because it was supposed to justbe like a bulletin board at a
coffee shop, like that was theinitial premise of Craigslist
and then got a little bit.
Speaker 1 (07:47):
Yeah, nobody uses it now no, not really not for
getting jobs and that kind ofthing.
I don't think yeah yeah, yeahso but and and it was.
It was hard.
I remember um going with wetried once working with a local
(08:08):
radio station, hubbardBroadcasting, here in the Twin
Cities on their radio show andall we could afford was like
little 30 second blip on theirstreaming service because that
was cheaper.
Speaker 2 (08:25):
Sure yeah.
Speaker 1 (08:27):
You know I wanted the morning show.
I don't remember who was doingit at the time, but you know I
wanted them to go.
Hey, try these guys.
Speaker 2 (08:34):
Yeah.
Speaker 1 (08:34):
But that would have required cleaning their house.
I joke so, and you really findthis kind of thing fulfilling.
This is your, this is yourcalling right.
Speaker 2 (08:47):
Yeah, I love every bit of it.
I love helping um businessowners especially figure out.
Sales has kind of has gonethrough like phases right.
So the salesman has gotten thislike nasty connotation to it,
when in reality the salesdepartment of most businesses
like nasty connotation to it,when in reality the sales
department of most businessesare the people that are keeping
(09:09):
the business alive.
They're the ones closest to themoney, they're the ones that
are bringing in the income thatsupports everybody else.
Yet, for whatever reason, it'sthe like job category that so
few people want to go into, andso I think then they get caught
up in their head and they don'twant to sell to their friends
and family, and so they don'tknow how to go about it.
And instead you just got tofigure out a way to talk about
(09:31):
what you're doing and how youenjoy doing it, and people want
to support you.
Your people want to help.
They just don't know howsometimes.
Speaker 1 (09:38):
Sure, sure, absolutely.
And that was my downfall, Ithink, with the mortgage company
, because I was supposed to beselling services.
Speaker 2 (09:47):
Yeah.
Speaker 1 (09:47):
But I had no idea what I was selling.
I had no experience in themortgage industry.
It was like they did all kindsof stuff.
They had their own title,people and stuff like that.
Speaker 2 (09:58):
Yeah.
Speaker 1 (09:59):
And the fact is that most mortgage businesses already
have their own inspectors, theones they like to work with,
their own title people.
I didn't know how to sell that,but yeah, you're absolutely
right.
Speaker 2 (10:12):
Fortunately you were in when it was like show a pulse
, get a mortgage, so that waskind of a fun time to be in
mortgages.
Speaker 1 (10:19):
Right, right.
Yeah, I just watched the bigshort the other day for the
first time.
Speaker 2 (10:25):
Yeah.
Speaker 1 (10:25):
Isn't that nuts?
Speaker 2 (10:26):
Yes, yes, I started college and I went to school for
economics and marketing, butthe econ part I started college
in 2008.
And so we were then watchingvideos that were talking about
how subprime loans got sold andhow this created the mess that
it did, and I swear we watchedthe same video like five times.
(10:49):
It was like they were trying todrill in what went wrong, so we
didn't do it again.
Speaker 1 (10:54):
And you guys were watching it and it happened in
real time, really kind of yes.
Speaker 2 (10:57):
Yeah, and that was also on the heels of Enron, so
we had a lot of business ethicsclasses too.
Speaker 1 (11:03):
I'll bet, I'll bet.
So let's talk about.
You and I were talking when wechatted before the show about
how the workforce, how manydifferent generations, are
currently working side by sideright now.
Speaker 2 (11:20):
So currently, for the first time in history, we have
five.
So the silent generation I knowthe silent generation was born
between 1925 and 1946.
So they are on the tail end andfor some it might be a hobby
job, it might be something thatjust gets them out of the house,
or it could be.
For some, they don't makeenough to offset what they're
(11:41):
doing and so they work part-timeto help offset their goals.
Social, yeah.
Speaker 1 (11:48):
Yeah, supplement social security, that type of
thing.
Speaker 2 (11:52):
Exactly so.
It's not like it's necessarilytheir career still, but they're
still there.
And then we've got the babyboomers, gen X, millennials and
then Gen Z born between 1995 and2012.
They are our youngest ones inthe workforce right now.
Speaker 1 (12:09):
Wow, and that just seems like such a huge gap.
I mean, I know well, my mom wassilent generation.
She passed at 85 years ago.
I, when you say silentgeneration, I automatically
think of her and I'm like, oh mygod, but 46 yeah yeah so.
(12:31):
But so they're.
They're not ancient no I guessdepends on who you ask, but yeah
, you ask, yes, and jen's earsand they'd probably say they
were but yes, they also think 40is ancient.
Speaker 2 (12:43):
So exactly.
Speaker 1 (12:44):
So there you go.
So is it difficult for all ofthese generations to work
together?
Speaker 2 (12:56):
Absolutely.
I think that there's.
We always hear the tried andtrue is any generation before me
is out of touch and anygeneration after me is clueless,
and that's been tried and trueis any generation before me is
out of touch and any generationafter me is clueless, and that's
been tried and true.
No matter what generation it is, plug and play.
The ones after us don't have itas hard and the ones before us
will never understand, and itjust that's kind of how it's
(13:19):
always been and I think thatpart has always remained true.
Been, and I think that part hasalways remained true.
But we've got this weird dynamicnow in the workforce where you
have the silent generation whoworked their entire career and
retired without needing to use acomputer, for the most part,
most of them.
If they would have retired inthe early 90s, they probably got
(13:42):
away with most of their careerwithout really having to utilize
computers.
And then on the flip side we'vegot Gen Z, and some of the
younger ones hardly remember atime where they weren't using a
computer for everything, and forall of them the computers
existed for their entirelifetime.
Speaker 1 (14:00):
Yeah, what is the generation that has?
Never, is it?
Yeah what is?
Speaker 2 (14:06):
the generation that has never, is it?
It'll be Gen Alpha, this nextone, where they will have never
known a life without smartphones, because Gen Z the part of them
, like the ones born in, like,2008 through 10, they're also
not going to know that, but theones born in the 90s have a
little bit.
Speaker 1 (14:28):
Yeah, because my kids are both millennials, sure, and
you know, I I think we got themtheir first cell phone when
they were like 12 sure yeah orthereabouts, you know, yeah, um,
and the first cell phones andflip phones.
You couldn't text on them, Idon't think.
Maybe you could, I'm not sure.
Speaker 2 (14:49):
I have a very strong memory of being scolded because
it was five cents for every textmessage you received and 10
cents for every one you sent,and I was threatened within an
inch of my life to do neither.
Speaker 1 (15:00):
Yeah, exactly God, I forgot about that one too.
Yeah, you'd get the bill everymonth and there'd be the data
usage and it's like what, theMm-hmm, yeah, mm-hmm, so
memories, uh-huh, oh God.
So in a business environment,what are the biggest challenges?
(15:27):
I mean, aside from what youjust talked about with the
competition between generations,what are the biggest challenges
there?
Speaker 2 (15:37):
I think that another part of it.
So we've got the bookends right, where Silent Generation to Gen
Z and how markedly differenttheir lives were.
But then when you bring it inone ring closer and we're
looking at baby boomers versusmillennials, there's also
tension there in where, likebaby boomers the nature of the
(16:01):
name right there were so many ofthem coming into the school at
the same time, applying forcollege at the same time, going
into the job market at the sametime, going after the same
promotions and as a result, theylearned that you've got to show
up early and you've got to staylate and you've got to work
your rear end off to be able toearn that next promotion because
(16:22):
somebody else is right thereabout to take it from you.
And so you've got to like put inthese extra hours and so, by
survival, they became theseworkaholics and coined the
phrase and it really became likea badge of honor, like first
one in the office, last one toleave, and then Gen X was like I
feel like there's got to be abetter way than this, Like
(16:43):
there's got to be more balance,and millennials even more so.
And so now this dynamic wherebaby boomers don't think they're
working unless they see theireyeballs in the office, and
millennials saying why do I haveto be here if I can be more
productive at home, or if I getthe exact same amount of work
done, why do I have to sit in mycube for an extra four hours?
(17:04):
Right, yeah, and nobody's happywith it.
And so I think for somemanagers it's trying to figure
out how to balance that to whereyou're not, where you're
empathizing with both sides, buttrying to still have consistent
standards for everybody, andthat can be really difficult.
Speaker 1 (17:25):
Was it?
Was it Gen Xers who coined theterm work-life balance?
Speaker 2 (17:29):
Yes, they were the first of it, which also, in turn
, got them to.
They earned the firstgeneration to be called slackers
as a result.
Speaker 1 (17:39):
By whom?
Probably boomers.
Speaker 2 (17:41):
Yep and silent generation Yep.
Speaker 1 (17:43):
Slackers, slackers.
But yeah, I was.
I was right there.
I'm a boomer and I rememberdoing that.
Just, you know, my day didn'tstart until eight, but if I
wasn't in my seat at seven,working already, I felt like I
(18:05):
wasn't contributing or I mightbe replaced.
Speaker 2 (18:08):
Yeah, absolutely, and we've also seen there was a
little bit of a resurgence inthat during the recession, when
everybody was just trying to geta job.
But lately there's been lessand less of that and this gig
economy is making it.
So people have kind ofpiecemeal together other things
(18:29):
and they're not as worried abouthaving somebody on their tail
trying to take their job asthey've been in the past.
It changes.
Speaker 1 (18:37):
Yeah, they don't have that issue, and plus there's
not as many of them, right,right?
Speaker 2 (18:42):
Right, exactly by nature, right?
Baby boomers so many andthere's a lot of millennials.
But I think it's different,right, you're also kind of
stepping into baby boomer jobs,so as boomers leave, there's
more opportunities.
Speaker 1 (18:57):
Sure sure.
So have you got any hints ortips or tricks for us on maybe
different ways that thedifferent generations can relate
to each other better, maybe?
Speaker 2 (19:10):
Yeah.
So as far as like trying tofigure out how to find common
ground right and I think that'swhere the empathy and the
kindness comes from isunderstanding a little bit more
of why they might be thinkingthe way they are.
So, for example, just tocontinue on where we just said,
(19:30):
with boomers so if we understandthat they're conditioned to
believe that the more time youspend in the office, that is a
mark of a good employee becauseof how they were raised, what
they saw, the competition theyexperienced, then as a later
generation you can take a stepback and say, oh okay, I can see
(19:54):
that, I can see where that wasfor you.
On the flip side, for some theysay I don't want that type of
life because that's what myparents did.
They were gone all day.
Maybe maybe they didn't make itto sporting events, maybe they,
maybe they didn't see theirparents and they're like, if
that's what, I don't want thatfor my life because that's what
I saw my parents do.
(20:15):
And so I think that then on theflip side, for boomers to then
understand, all right, I can seethat there's an opportunity to
work more efficiently maybe, andwe all benefit from not
spending as much time in theoffice and I think, as far as
like crossovers, one of the onesthat just excites me more than
(20:37):
anything is when we look at thecrossover between the silent
generation and Gen Z, becausesilent generation they were.
They were born and raised andreally going into adolescence,
seeing a lot coming out of theGreat Depression, and so what
they saw a lot of is this waste,not want, not reuse things.
Maximize how long you fix itinstead of replacing it, fix it
(21:00):
so that it lasts, find a way toreuse things.
And then you watch as thependulum swung the other way,
right into pretty extremeconsumerism for a while.
And now it's correcting back andGen Z is excited by buying
thrift clothing and buy andreusing different things and
finding a way to make thingslast and not just immediately
(21:24):
replacing it, and I think thatthere's a cool way for those
generations to really get tovibe more than you would think,
finding common ground in just.
Our silent generation has theexperience of how to make stuff
work like that, and Gen Z hasthe desire to learn about it,
and so I think that there's afun dynamic there, and we always
(21:47):
get so caught up in thetechnology gap that we forget
there's other stuff and so Ithink, when you're looking to
get a lot like understand othergenerations, look for the
strengths and how they were,like what they came from.
If boomers were working all thetime, how did they also had
families?
How did they manage it?
What would they have wanted todo differently?
(22:07):
And then asking those questionsand learning from other people,
instead of just like sayingit's wrong, that's not how I
would do it, it's wrong Causethat doesn't.
What does that help?
Speaker 1 (22:19):
Yeah, oh, yeah, I know.
Um, I can just hear Jenactually going.
If I have to hear one more timehow you had to walk uphill both
ways to school.
Speaker 2 (22:29):
In the snow yes, up to here.
Speaker 1 (22:33):
I won't do it, and I think is that necessarily a
generational thing?
Because I think everygeneration says I don't want to
be like, yeah, my dad wasgreatest generation and, uh, you
know, he was very much a kidsshould be seen and not heard
(22:54):
kind of guy and I swore I wouldnever be a parent like him.
I'm too nervous to ask my kidif I turned out that way, but um
, we don't ask questions, wedon't want to know the answers
to.
Exactly no, yeah, we don't needto go there.
No, but is that just?
It would be interesting to see.
(23:16):
Well, millennials are parentsnow, yep, and even some.
Speaker 2 (23:22):
Xers Gen.
Speaker 1 (23:22):
Xers, gen Zs aren't parents now?
Speaker 2 (23:27):
Some They'd be turning 30.
Gen.
Speaker 1 (23:30):
Z.
Yeah, that seems crazy.
Okay, xers are becominggrandparents now.
Speaker 2 (23:40):
Crazy.
Yes, I guess we're acceptingthat at this time.
Speaker 1 (23:43):
It'd be interesting to see if they were like I'm not
going to raise my kids like myboomer father or mother or what
have you.
Speaker 2 (23:53):
Yeah, yeah, because there's a whole other thing here
.
Speaker 1 (23:56):
But yeah, just empathies.
And oh, I'm going to pull out aTed Lasso reference.
Speaker 2 (24:04):
Let it rain.
Speaker 1 (24:04):
Be curious, not judgmental.
Speaker 2 (24:07):
Yes, come from curiosity, start there.
Speaker 1 (24:11):
Yeah.
Speaker 2 (24:12):
Yeah.
Speaker 1 (24:14):
That's yeah for sure.
And I mean, if you and becausewe all have to work together,
right, when you're part of acompany, you're part of a team,
yep, and wouldn't it make yourwork life so much better if,
instead of talking about howthat millennial didn't come into
(24:40):
work today because they hadsomething else to do?
And you know nothing about it,you have no idea, you just know
they're not there.
Speaker 2 (24:54):
Yeah, maybe put that aside and realize that you know
there was a reason and a goodreason, yeah, and to also try
and like find other ways oftracking things too, maybe if
you're looking at it and you'relike, oh well, they just they're
never here or they're.
They feel distracted when theyare.
Well, what are they lagging onthe work they're completing or
not?
Speaker 1 (25:14):
And.
Speaker 2 (25:14):
I think that that's where, too, for boomers.
Sometimes it's okay, take abreath, like are they getting
done what they're supposed toget done, and sometimes more
than great.
If not, then absolutely.
Speaker 1 (25:28):
Yeah.
Speaker 2 (25:28):
We have other conversations, but first, like
we, just got to do the jobyou're hired to do and then you
can get freedom.
Speaker 1 (25:35):
Right, right.
And I wonder how is the?
Because I'm sure you'll find atsome point a, let's say, a
millennial in a supervisor roleover a boomer.
Speaker 2 (25:49):
Sure yeah.
Speaker 1 (25:50):
How does that work?
Speaker 2 (25:52):
Yeah, so that's, that becomes a little different as
far as training goes, becausewith Gen X and millennials, but
Gen X especially, they were thelast generation to play outside
Right, and so they were justlike so.
Speaker 1 (26:11):
I've heard yes.
Speaker 2 (26:13):
They would make the best out of whatever they had to
play with, right, because theycouldn't go back inside.
They can't go play video games,like that's it.
And so they kind of came upwith this, like I'll figure it
out.
They kind of came up with this,like I'll figure it out.
And then for millennials, withthe advent of technology and
that coming into the schools andeverything speeding up
efficiency, so there weremillennials that are always
(26:34):
looking for a more efficient wayto do things, and so on.
Both of them, they're both likeI don't, I don't want you to
tell me what to do, I just tellme the end goal and I'll figure
out how to do it.
And then, on the flip side, ifthey're managing a baby boomer
who, for the majority of theirschool life, home life and work
life, this is how we do it,these are the standard operating
(26:57):
procedures.
This is what it looks like toadvance.
If they come into a situationwhere it's like these are the
targets, figure it out, theymight shut down a little bit
because-.
Speaker 1 (27:07):
You see like sparks coming out of our ears.
Speaker 2 (27:10):
Yeah, because they've been conditioned to believe
that there's got to be a rightway to do it, and I want to do
it the right way and then.
So I think that in a millennialor Gen X situation, when you're
managing somebody who might bea baby boomer to be aware of
that and maybe ask if they wouldlike more steps to figure it
(27:30):
out, just so that they can, like, acclimate faster and not feel
like they're failing, yeah, forsure.
Speaker 1 (27:36):
Wow, that's so fun.
I never.
And you know, when we had a fewemployees with the cleaning
business, yeah, and when yousaid that I was a typical boomer
boss, we have you do it thisway, this way, this way, this
way, this way, this way, andthen double check.
And maybe would I have beenthought of as a better boss if I
(27:58):
had been a little bit moreflexible.
Maybe, who knows, though, withcleaning, thought of as a better
boss if I had been a little bitmore flexible.
Speaker 2 (28:05):
maybe who knows, though, with cleaning, like
there are also for your business, there were standards that
people were buying and wantingRight.
So that's how you get a cleanstandard without doing it your
way, but we don't know.
Speaker 1 (28:21):
So for a millennial I would have just said clean it.
Speaker 2 (28:26):
This is what I want it to look like when you're done
.
Speaker 1 (28:29):
Picture out of a magazine or something of a
sparkling clean bathroom, right?
Yes, yep, that's fantastic.
I so much appreciate yourinsight, jill.
This is great information.
I think anybody who's listening, who's you know in an
(28:49):
environment where you have otherintergenerational coworkers.
I hope this helps you.
Speaker 2 (28:58):
Yeah, absolutely.
Thank you so much for having meon, mike, I really appreciate
it.
Speaker 1 (29:03):
Okay, I have to ask.
Speaker 2 (29:04):
Yes.
Speaker 1 (29:05):
Which podcast?
What number?
What podcast am I?
Because I know you had a goalfor this year yes, you're number
two yes, yes, I'm number two.
Okay, throwback, yeah, we tryharder.
Back when I was growing up,hertz and Avis two car rental
(29:29):
companies, right yeah, and Hertzor one of them would always say
you know, we're the top ranked.
And then the other one startedan ad campaign that said we try
harder.
Speaker 2 (29:40):
I love that I love that.
That's the advertisingmarketing nerd in me loves every
bit of that.
That's amazing.
Speaker 1 (29:48):
It was a lot of fun.
You can look it up.
I'm sure it's in Wikipedia orGoogle or something.
Absolutely.
Thank you so much for takingthe time to share with me today,
Jill.
I really, really appreciate it.
I so look forward.
We will have your website inthe show notes.
Speaker 2 (30:07):
There'll be a link to it and we will link to you on
linkedin if anybody wants toconnect with jill and uh and
make a better yeah I haveextended courses where we could
talk about working withdifferent generations within
your workplace, um, as like ifyou run an HR or if you run an
HR team or if you work withpeople that like business to
(30:30):
business clients who'd like tolearn how to work with other
generations more seamlessly.
I have a couple of classes onthat.
Speaker 1 (30:36):
Fantastic.
Check it out everybody.
Thanks for your time.
Jill have a great weekend.
Speaker 2 (30:41):
Thank you so much, you too.
Speaker 1 (30:48):
I want to thank you for taking the time to listen to
this episode with my guest,jill Morrison from Be Memorable.
I hope you're able to takesomething positive from the time
you spent with us.
Maybe you'll be inspired, maybeyou'll be motivated, maybe
you'll be moved.
If you experienced any of thosepositive feelings, please
consider sharing this podcastwith your friends and family.
I'm always striving to offeryou a better podcast, so give me
(31:12):
some feedback.
Let me know how you think I'mdoing.
Drop me an email, leave me amessage on my socials it would
mean the world Also.
Feel free to follow us on oursocials like Facebook, instagram
, linkedin and TikTok.
This podcast is part of theMayday Media Network.
(31:33):
If you have an idea for apodcast and need some production
assistance, or have a podcastand are looking for a supportive
network to join, check outmaydaymedianetworkcom and check
out the many different shows,like Afrocentric Spoil, my Movie
Generation Mixtape In a PickleRadio Show, wake Up and Dream
(31:56):
with D'Anthony Palin, staxo, paxand the Time Pals.
We'll be back again next weekwith a new episode and we would
be honored if you would join us.
You've been listening to theKindness Matters podcast.
I am your host, mike Rathbun.
Have a fantastic week.
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