Today’s workforce spans multiple generations—from early‑career Gen Z professionals to employees considering retirement—with a variety of perspectives and work styles.

Land O’Lakes sees the diverse perspectives of employees at different career stages as a strategic advantage. These perspectives bring fresh ideas to our workplace and support innovative programs, including opportunities to participate in reverse mentoring and the possibility of phased retirement.

Capturing knowledge before it walks out the door

Good communication plays a critical role in generating ideas, sharing perspectives and retaining knowledge. Jody Huempfner, Plant Administrator Coordinator at the Nutra Blend facility in Neosho, Missouri, recalls the retirement of a long‑time Quality manager in 2024.

“It was heartbreaking to see decades of knowledge and experience walk out the door,” she says.

Motivated by her involvement in the Aging Successfully employee resource group, Jody actively supports her team’s efforts to preserve long‑held insights at the 370‑employee plant. The Safety Committee, for example, created knowledge‑transfer pairings that match experienced employees with newer team members to walk the production floor together. This approach helps newer employees learn what to look for and ensures critical safety expertise is shared and understood.

The facility also offers flexible work schedules for part‑time hourly manufacturing employees—a benefit that appeals to a wide variety of workers, from part‑time students to working parents to those considering retirement. Recognizing that not all employees have the same communication and motivation styles, the plant provides multiple programs to meet varied interests. Examples include informal coffee chats with leaders and train‑the‑trainer programs focused on diverse learning preferences.

A smoother transition into retirement

For employees 55 and older who are thinking of leaving full‑time work roles, Land O’Lakes’ phased retirement program may be an option. Eligible employees may be able to gradually reduce their schedules prior to fully retiring from the company. During that time, they may be able to share their expertise and offer valuable mentoring.

“Retirement is a major life change,” says Scott Doucette, Financial Wellness Program Manager. “We have resources available to help people shape their own journey and ensure a smooth transition for everyone.”

Bringing generational inclusion to life

The Land O’Lakes workforce is nearly evenly split: 49% Baby Boomers and Generation X (born 1946–1979) and 51% Millennials and Generation Z (born 1980–2012).

In January 2025, our Aging Successfully group and Young Professionals Network (YPN) hosted a series of workshops and panel discussions focused on generational differences. The sessions sparked candid conversations and strong engagement, prompting the groups to bring the series back this year with an expanded focus.

“We’re aiming to gather real‑life stories and scenarios that we can put into practice,” says Kennedy Langholz, Intermediate Logistics Planner and co‑lead of YPN.

The goal is to develop a shared mission statement outlining how both groups will collaborate to advance generational inclusion at the cooperative.

Flipping the concept of mentorship

The Land O’Lakes reverse mentorship program pairs early‑career employees with more experienced colleagues—but with the younger employee serving as the mentor.

“It takes the concept of mentorship and flips it on its head,” says Joe Abe, Operations Quality Manager for WinField United and YPN co-lead.

Young professionals gain leadership experience and broadened networks, while seasoned employees can expand their learning with fresh perspectives.

“It gives leadership a pulse on what’s happening with different employee groups,” Joe adds.

More than 900 employees have participated since the program began six years ago, with 260 employees (130 pairings) involved this year. Pairings intentionally cross generations, business units and job functions to connect employees who might not otherwise meet or interact with one another. Monthly discussions cover topics such as AI in the workplace, conflict resolution and effective feedback.

“Reverse mentorship challenges the status quo and gives people an opportunity to share their voice in a different way,” Kennedy says.