I still recall meeting our summer interns—bright eyes, blank resumes, zero hangar know-how. Older A&Ps and captains were phased out; these kids arrived eager. What hit me first? They are comfortable with tech, but also need guidance. Managers can’t lean on old-school methods. Millennials and Gen Z want purpose and real-time feedback. They expect to be heard. How does an FBO adapt? Recognize that a younger business aviation workforce demands different leadership.
Embracing Technology and Flexible Workstyles
These recruits grew up swiping screens. They text faster than they talk. They will ask, “Can we track tasks in real time?”
• Instant Feedback, Not Annual Reviews. Quarterly check-ins feel ancient. They log progress in apps and want kudos now.
• Work-Life Balance Over Rigid Schedules. A strict 9–5? Forget it. Remote work during storms, checking in from home – yes.
Mentoring Moment: Last summer, an intern said, “Why can’t we track inspection due dates in Slack instead of email?” That afternoon, we set up a shared Slack channel for a list of upcoming tasks. Response time improved; engagement grew.
Building a Culture of Continuous Learning
Clocking in, clocking out—that won’t cut it. Young team members crave growth.
• Structured Mentorship, Not Badges. Pair interns with senior A&Ps for 30-minute weekly huddles. Skip the slide deck—get hands-on.
• Micro-Learning: Bite-Size Wins. Ten-minute videos on ADS-B glitches or glass-cockpit quirks. No one wants a 90-minute lecture. Just short, sharp demos.
One intern said, “That 10-minute vid on fuel-flow math saved me hours of guesswork.” Now every session starts with a quick demo.
Action Steps:
- Host weekly “Lunch & Learn” sessions in the hangar. Rotate senior mechanics as tutors.
- Launch a two-week mentor rotation: hangar, dispatch, FBO. Let interns connect the dots.
Fostering Inclusive Leadership and Feedback
Old hierarchies stifle new voices. Junior staff thrive when invited in:
• Hangar Huddles, Not Monologues. Once a month, everyone – from intern to COO – stands around a whiteboard. “What’s broken? What rocks?”
• Collaborative Decision-Making. Invite interns to MRO project kickoffs. They’ll ask tough questions in a good way.
Ever sat in a meeting where interns stayed silent, worried they’d rock the boat? We changed that. In one huddle, an intern spotted a missing torque spec on an inspection planning sheet. Inspection time dropped by ten minutes.
Action Steps:
- Create an anonymous Slack channel for ideas, no names required. If it fixes a problem, everyone gets credit.
- Celebrate wins: “Props to Alex for catching that scanner-calibration glitch.”
Aligning Career Paths and Advancement for a Younger Business Aviation Workforce
They’ll ask, “What’s next?” and expect details:
• Clear Ladders. Intern → trainee → lead → senior.
• Detail Certifications, Hours, and Timelines. Spell out exactly what’s needed at each step.
• Cross-Functional Rotations. Send interns through dispatch, flight planning, and even sales, so they learn every role.
Once, an intern said, “I need to see how this internship becomes a real job.” We mapped a two-year plan – add his multi-engine, build time, then add a Type Rating. He followed it and stayed; no commercial offers lured him away.
Action Steps:
- Post a two-page “Career Roadmap” in the break room.
- Feature past interns in the quarterly newsletter – real faces, real paths.
Next Steps for Managers
A younger business aviation workforce brings fresh ideas and digital skills, but only if supported by purpose, hands-on mentorship, and modern tools. This month, set a “Mentor-Intern Kickoff” meeting. Ask: “Which tech tools make your day easier?” Then host a Hangar Huddle next week and let interns propose one process tweak. With fewer veteran A&Ps and captains, tech-enabled, hands-on mentoring is the only way to maintain a steady climb in safety and excellence.
References
NBAA Management Guidance for a Younger Workforce (https://nbaa.org/news/business-aviation-insider/2025-05/management-guidance-for-a-younger-business-aviation-workforce/)
