Smith Optics has some pretty bad-ass branding going on. If you’re going to pick up a new pair of aviators from them, you’ll notice that each of their throwback aviator styles is named after a cool, throwback movie cop. Serpico. Foley. Rosewood. Taggert. (I’m still trying to decide if the Noltes are a hat-tip to Nick Nolte in 48 hours, or if they aren’t actually an aviator style.) And while I’m impressed by such awesome allusions, it brings to mind a problem I often see facing managers with young employees.

Beyonce knows that cops rock aviators

Popular culture evolves at light speed, and for whatever reason, the day most people step into the workforce, they seem to freeze-frame the pop culture of that moment and let further developments pass them by. (I know I’m slipping. I wasn’t even aware of the Twilight trend until I saw it lampooned on South Park.)

Now, it’s no surprise that busy people don’t have as much time to watch movies and buy CDs as their less time-committed counterparts. So, what’s the big deal?

The big deal is that popular culture is an important part of relationship building, particularly with young employees. And when you’re even a couple years behind, you’d just as well be on the moon.

Popular culture is often a huge part of the life of young people. Certainly part of its impact is that young people have the time to pay attention to it. But a large part if the power that pop holds for young people is that it allows a mode of expression. Whether it’s by visibly accepting or rejecting current trends, a young person can tell the world a lot about himself. The explosion in popularity of social media has made it abundantly clear that self-expression is high on the list of priorities for young people.

And this is why being even a little bit connected to current popular culture can yield dividends for the managers looking to connect with their employees. (Which, I’ll say again and again, is any manager looking to minimize turnover, lead an effective team of young employees, and, in so doing, make money.)

There is some art to talking pop with your employees, but it need not be intimidating. Four simple guidelines:

1. Don’t be afraid to be informed

Note: not be cool. Be informed. Find a popular show you enjoy and watch it. Check out the radio station or artists most popular with your employees. Go see the flick they’re all talking about. Give yourself one hour per week to check out so-called youth culture, and find something about it that you enjoy so it won’t be a chore. You don’t have to be all-knowing, but you should have at least a passing familiarity with a few bands, shows, or movies that your employees really hone in on.

2. Don’t be afraid to be ignorant

If you check out a show and don’t like it, don’t try to pretend you did. Certainly don’t try to pretend that you know more about it than you do. The truth is that for every bit of credibility you can gain with a single great popular culture reference, you can lose ten times as much with a single botched one. If you’re asked about something you’re not familiar with, the worst that can happen if you’re honest is that you’re seen as honest, if a bit out of touch. Whereas if you lie, you can be called anything from a tool to a poser… and out of touch.

3. Don’t be afraid to share your opinions

Did you think Transformers 2 was awful? Don’t be afraid to share the truth if you’re asked. You might not want to hammer it as “fare appropriate only for immature troglodytes,” but if you say “I didn’t like it,” and can even explain how you felt the movie could have been improved (e.g., a plot), you’ll be able to engage in a conversation that can connect you to your young employees. Remember: Not all young people like exactly the same books, movies, tv shows, or bands. There’s no reason you should either.

4. Don’t be afraid to share some throwbacks every once in a while

There’s a reason you loved them when they first came out, and odds are good that a young employee with tastes like yours will, too. If it comes up, don’t hesitate to bring in a CD or DVD to share with a young employee. So long as it was thoughtful and genuine, they’ll appreciate the effort, even if they don’t think it’s that cool. Better yet, if they do like it, you might be bringing back aviator shades in no time.