How You Think Can Sabotage Your Search

This is the perfect time of year to remember reasons to be grateful.

It’s often hard to remember your endless talents and skills, or even think about being grateful when you’ve been in a job search longer than you anticipated. It is easy to get down on yourself and often feel negative or depressed. If you allow these thoughts and feelings to affect your attitude it will sabotage your search.

Take time to think of a time when you felt the best about yourself. Remember the exact day, where you were and how you were feeling about yourself. This confident, happy person is the individual that needs to conduct your job search. You’re that same person just under different circumstances.

Take out a piece of paper and write down your talents, your personality traits, your accomplishments and every positive characteristic that describes you. Whenever rejection or disappointments get you down remember to pull out that list.

You are an extremely talented person who deserves to find an opportunity that represents your next logical career move. Never forget that fact as you progress on your job search journey!

The Strategic Value of Employee Empowerment (Part 2)

Strategic Employers give more than just lip service to employee empowerment.  They know that the best people are looking for this, particularly workers in Generation X and the Millennials.  Last week I wrote about the first five of ten employee empowerment tips.  Here are the rest….

6) Glory through delegation – don’t just give your employees the “grunt” work, give them an opportunity to shine with important tasks and jobs as well.

7) Demonstrate that problems are caused by faults in the system, not by faults in  people.  Let your employees solve the problems by changing the systems, not their co-workers.

8) Feedback, feedback, feedback – do yourself a favor and tell your people how they are doing and tell them often.

9) Recognize and reward your people when they do something  through their empowerment.

10) Provide direction by asking lots of questions.

The Strategic Value of Employee Empowerment

As the Boomers retire from the workforce, Strategic Employers must rely more and more on the upcoming generations.  Both Generation X and the Millennials value work and
work/life issues very differently than their Boomer managers.  There are also much fewer of them willing to devote the same degree of corporate loyalty as does the Boomer and
the Veteran generation.

One easy, inexpensive, and smart move Strategic Employers can make is to appeal to these generations in a way that motivates them to stay.  Employee Empowerment is valued by
both of these generations, but not in the same way it was used to influence and generally coerce their predecessors.  If you truly want your employees to be empowered, and enjoy the benefits of an empowered workforce, you should begin with these ten principles:

1)    Show that you really do value them.
2)    Don’t keep your Vision a secret, tell them about it.
3)    Let them know your company’s, your group’s, or your team’s objectives.
4)    Give them the information they need to make good decisions.
5)    Show your trust and believe in their ability to do the right things.

Next week I’ll add the other five…

Do Millenials Really Have a Bad Attitude?

Management Attitudes and Generation Y (Millennials)

Of all the generations that complain to me about Millennials, it is the Boomers who seem to have the most difficulty.  They can’t seem to understand why this generation approaches work so differently (and if the Boomers were truthful they’d say “wrongly”).  Boomer managers focus so much of their attention on changing the Millennials on their team that they become extremely frustrated and often drive the person away.  This is costly and unnecessary.  Millennials are going to arrive at your company with very different attitudes about work; regardless of whether you think these attitudes are right or wrong.  Perhaps what should be more frustrating to Boomers is the fact that they created this attitude in the Millennials!

The Millennial generation, the children of the Boomers, saw their parents move from job to job during most of their working years.  What the Millennials learned, much faster than their parents, is that you will not be rewarded for loyalty to a company.  Even Boomers who worked for companies for decades found themselves laid off or their jobs eliminated.    This often created hardship, anxiety, and financial pain for their families.  Millennials lived through this and saw the effect on their parents.  Is it any wonder that they think about work  very differently than Boomers?

This experience has not only influenced the Millennial’s loyalty factor, it has shaped their entire way they view a “career”.  They fully expect to spend their working years as more “free agent” than “company man (or woman)”.  As soon as they perceive their employer has run out of opportunities, they will begin looking elsewhere.  Boomer managers should focus more on engaging and creating opportunities that appeal to this generation than trying to change them.  You can’t change them, they won’t respond to it, and you really have no one else to hire.  If you want to end your management frustration with this generation, you’ll have to first change your attitude about them.