Why Are Millennials So Challenging to Manage?

Fully understanding how the minds of Millennials work is a near-impossible task! However, it is crucial to address a few generation-defining characteristics to help enhance your understanding.

#1: MILLENNIALS VIEW THEMSELVES AND OTHERS AS EQUALS

Regardless of their co-workers’ relative seniority, level of education, or other remarkable accomplishments, Millennials view themselves and other generations as equals. You can either interpret this as a sign of entitlement or a sign of secured self-image. The perception of equivalence is partially rooted from the fact that they bring a unique skillset to the workplace, and they know it.

Millennials are fluent in technology compared to previous generations. Their recommendations often provide increased organizational efficiency, and they expect to be taken seriously for that.

#2: MILLENNIALS ARE MORE “SENSITIVE”

Previous generations considered Millennials as more sensitive. A part of it is true and it’s not all bad. Millennials have low tolerance for injustice, disrespect, and hostility.

They are willing to speak up about the quality of their experiences (i.e., the good and bad) and are willing to apply compassion in what they do. Thus, they are aware of the harm inflicted by toxic management. They are wary of its risks including burnout and diminished performance arising from unsupportive working environments.

#3: MILLENNIALS DESIRE PROFESSIONAL GROWTH

According to data from Gallup, 60% of Millennials are open to new job opportunities, making them the generation that is most likely to change jobs when they get the chance. Millennials are eager to climb the metaphorical ladder. They keep a constant eye out for professional growth.

The desire for professional growth may be influenced by social comparison and social media. From peers publishing their latest accomplishments on LinkedIn to the implicit follower counts on other platforms, Millennials often measure their accomplishments against their peers.

#4: MILLENNIALS NEED FREQUENT FEEDBACK

Millennials have seemingly insatiable craving for feedback and instant gratification. In response to technology, the Internet has become a background noise for constant positive and negative feedback. Beyond the noise, this generation has come to rely on crowd-sourced data to guide their every move.

Image Credits: pixabay.com

Regardless of whether you are giving constructive feedback or compliments, it is important to understand their expectations about frequency when determining how to communicate with them in the workplace.

HOW TO MANAGE THEM

If you are concerned about how to manage them in the workplace, you need to learn how to communicate in a way that encourages them to stay open. For instance, you may start by saying: “I am going to be frank with you about your performance because I see your potential and I trust that you can handle this feedback.”

Using this strategy frames the feedback no matter how difficult it is to deliver. Moreover, it puts your employee in a position where being receptive to feedback affirms their reputation as a respectable peer. Additionally, you can provide opportunities for personal and professional growth.

Millennials can be your greatest allies and your hardest working group of employees if you manage them correctly. Consider the generation-defining characteristics mentioned above to guide your leadership style!

Sources: 1 & 2

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The top reasons you shouldn’t hire an intern

a female candidate in an interview

You might be considering hiring an intern to help you out in your business, but before you do, there are a few things you should keep in mind.

While interns can be a great asset to your team, they’re not always the best hiring solution for every company. Here are the top reasons you should think twice before hiring an intern.

Short-term help

You might be thinking that getting an intern onboard would be a smart way to get affordable help, but that’s true only to a certain extent.

Interns are looking for a short-term learning experience that matches their academic schedule and most will leave after three to six months. If you’re looking for long-term help, you would be better off hiring an associate or executive.

Lack of time to train

Think about it—interns usually need a lot of training, especially if they’re very new to the workforce. They need to learn about the way you do things and how to complete their tasks properly. That’s a lot of time and energy that you don’t have to spare.

It’s much better to hire a full-time employee who is already familiar with the industry and knows what they’re doing. This way, they can hit the ground running and start contributing to your team immediately.

You need someone with more experience
guiding interns at work

Image Credits: time.com

You may be thinking, “I don’t have enough work for someone full-time, but I could use some help.” And that’s where an intern can be a suitable option.

But before you decide to hire an intern, you need to be sure that the work you’re asking them to do is appropriate for their level of experience. For instance, if you’re looking for someone to do basic content writing, an intern can be a great option.

But if you need someone with more experience in SEO and who can help you rank your website on Google or other search engines, you might want to consider hiring a full-time employee instead.

You’re looking for an individual to fill a specific role

Are you looking for someone to fill a particular role in your company? If so, an intern might not be a good fit. Full-time employees have specific job descriptions and are usually trained to do those tasks well.

On the other hand, if you’re looking for someone to help out with a range of tasks and you don’t have the bandwidth to train them yourself, then an intern could be an okay option. They are more likely to be eager to learn and will be willing to try a hand in various areas.

There are many justifications as to why you should be hiring an intern, but there are also grounds for reconsideration. For example, interns may not be as qualified and can lack the experience they need to get things done well. Since they may not stay with you for very long, you might have to start from scratch again when a new hire comes in. Do you have the time and energy to spare?

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How to negotiate with a talented employee who’s planning to leave

handing in a resignation letter

You’ve just learned that one of your top employees is planning to leave. This person is competent and you don’t want to lose them without a fight.

But how do you deal with them? It’s not going to be easy, but with the right strategy and a bit of finesse, you can keep them on board—and maybe even get them to stay longer than they planned.

In this article, we will walk you through the process of negotiating with a talented employee who’s planning to leave.

Talk about what they want

If the good news is that this person is still interested in staying with the company, they just want a better contract, you can try to talk about what they want. What are their goals? What are their needs? What can you do to make them feel valued and appreciated?

Next, be willing to compromise. Can you meet them halfway? Or even better, can you exceed their expectations? If you can address their needs and show that you’re willing to work with them to find solutions, then you might be able to persuade them to stay.

Make a case for why they should stay
colleagues in a meeting room

Image Credits: intheblack.cpaaustralia.com.au

Make a case for why it’s in their best interest to stay with your company. Point out the opportunities they will miss out on if they leave now and highlight the advantages of staying with your organization.

Let them know that you’re committed to helping them grow and develop their skills. Be prepared to offer incentives to sweeten the deal. This could be a promotion, a pay increase, or even added annual time off.

Let the employee know that you value their skills and would like to keep them on board. And don’t forget to express your gratitude once they’ve decided to stay. But if the employee is adamant about leaving, then you may have no choice but to let them go. But remember, you can always try to poach them back in the future.

Inquire about the reasons for wanting to leave

When an employee comes to you and says they’re planning to leave, it’s good to inquire about the reasons for wanting to leave. This will give you a sounder understanding of what’s driving them away, and it might provide you with some insight that can help you keep them on board.

Keep in mind that there are usually several reasons why someone might want to leave their job. It could be something as straightforward as they’re not being paid enough, or they’re not getting the recognition they deserve. But it could also be something more complicated, like a clash of personalities or a lack of opportunity for career growth.

No matter what the reason is, it’s necessary to approach the situation with empathy and try to find a way to address the employee’s concerns. If you can show that you’re ready to work jointly to find a common ground, they might be more likely to stay on board.

You’ve worked hard to recruit a talented employee, and the last thing you want is to be told that they’re planning to leave. Don’t panic—there are ways to negotiate and keep them on board. Start by understanding their reasons for leaving. Maybe they feel undervalued or unappreciated, or they’re not given many chances to grow. Address these concerns, and show them that you value their contributions. You could also offer them a raise or a promotion, or suggest new opportunities that can help them grow professionally. Be willing to compromise, and remember that it’s better to try to retain a skillful worker than to lose them altogether due to pride.

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Why being too friendly with your employees can backfire

socializing with colleagues

You may be thinking about being friends with your employees, but before you make any decisions, it’s good to understand the possible risks.

Friendship is a two-way street, and while being friends with your employees might seem like a good idea, in theory, in practice it can boomerang. Read on for reasons why being too friendly with your employees can backfire.

You may be taken advantage of

Your employees might start to feel like they can take advantage of the relationship, and they may not feel the need to work as hard because they know you’re not going to fire them. They may also start to rely on you too much, and when you eventually have to lay someone off, it would be devastating.

It can foster a false sense of trust

You might be tempted to think that if you’re mates with your team, they will be more likely to go the extra mile for you. But the thing is, if you cross that line and don’t maintain some boundaries, it can have the opposite effect.

What often happens is that a false sense of trust develops, and employees may feel like they can come to you with any problem or complaint, without consequence. And before you know it, you’ve got yourself a dysfunctional work environment where people are unhappy and not performing up to their potential.

So it’s better to maintain some distance and not be all buddy-buddy. That doesn’t mean you can’t be friendly, but make sure there’s a clear boundary between personal and professional relationships.

It can make you seem unprofessional
colleagues drinking beer after work

Image Credits: entrepreneur.com

After all, you’re the boss, and you need to maintain a certain level of authority. When you let your guard down and act like a friend, it can undermine your authority and erode your verbal credibility.

Another reason why being too friendly can backfire is that it can create an atmosphere of informality that can build up chaos. Employees may feel like they can cut corners and take liberties with you. And when that happens, everything goes down the tubes.

So be nice, but remember that you’re still the head of the company!

It can make setting boundaries difficult

Imagine you’re the boss. You’re sitting in your office, and your phone rings. You pick up, and it’s one of your employees, asking for an early, urgent leave for the 5th time in a month.

Now, imagine the same situation, but this time, you’re good friends with that employee. It’s a lot harder to say no, isn’t it? When you’re friends with someone, it’s much more challenging to set boundaries and be the disciplinarian.

And that’s why being too chummy with your employees can backfire. It can make it tricky for you to be the boss your team needs you to be. You might find yourself constantly saying yes to their requests, and that’s not good for everyone.

You may be perceived as playing favorites

Playing favorites (even if you think you’re not doing so) can create tension and resentment in the workplace, and make it tough for other employees to feel like they can approach you with their concerns. Others may feel like they’re being “left out” or that they’re not good enough to get into your good books.

So how do you strike the right balance? Well, first of all, make sure that you’re being fair and consistent in your treatment of all employees. Secondly, try to be less personal and more professional in your interactions with them. And finally, remember that it’s crucial to maintain some social distance so the lines are not blurred.

While it can be tempting to be friends with your employees, you must maintain a certain level of professionalism. Being too sociable can backfire in several ways. As mentioned earlier, it can blur the line between boss and employee, which can lead to confusion about who is in charge. It may also make some individuals feel uncomfortable, for fear of offending you. Ultimately, it’s good to note that being too friendly with your employees can lead to overall confusion, and is best avoided.

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Going Online to Find the Right Job

job search

As many people will know from experience, trying to find the right job can be a real challenge these days. While there are plenty of career options that you can consider in Singapore, it is important to choose the right type of job for you based on your interests, qualifications, skills, and preferences. However, you also need to remember that there is a lot of competition for jobs in all industries these days, so you have to go the extra mile to find and get the job that is right for you.

The good news is that you can turn to internet technology these days if you want to find and get the right job. In fact, many people now head online in order to help them to find the right job in the ideal industry, and many even improve their skills and qualifications online in order to boost their chances of success. Whether you are looking for specialist jobs on a full-time basis or part time jobs in Singapore, going online can help. In this article, we will look at some of the reasons to go online to improve your chances of finding the ideal job.

Some of the Benefits of Going Online

There are many benefits of going online to find the ideal job, and this is why a lot of people go down this route. Some of the key ones are:

You Can Train Online

One of the key benefits of going online is that you can train and study to get into the perfect job. If you have researched the type of job you want, but you do not currently have the skills and qualifications required, there are plenty of educational and training facilities that you can access. This then means that you can gain the qualifications and develop the skills needed to get into your chosen field.

There Are Job Sites to Register With

Another of the benefits of going online is that there are now plenty of job agency sites that deal with jobs in all sorts of industries. You can save yourself a huge amount of time and inconvenience by registering your details on these sites along with information about the type of work and hours that you are looking for. The details of relevant jobs can then be emailed to you directly so that you can take a look and complete an application if you are interested.

You Can Complete Online Applications

One of the other key benefits that you can look forward to when you go online is the ability to complete and submit your application with total ease and convenience. You do not have to complete lengthy forms, use snail mail to send the application and supporting documents, and wait forever for a response. Everything can now be done electronically, which makes it faster and easier to apply for your chosen jobs.

These are just some of the many benefits that you can look forward to when you go online to find the right job.

By going online, you will find it easier to locate the right job, as you will not have to trawl advertisements when you register on job agency sites. In addition, you will be able to complete everything from your job search to the application without any issues and from the comfort of your own home.

With the internet becoming a hugely popular platform for employers, you will also be able to benefit from greater choice when you go online to look for work. This then makes it easier for you to find the ideal position for your needs.

 

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