Management

How Millennial Are Changing Management

Every generation makes a mark on the marketplace and labor force and as most millennial approach adulthood, the generation is poised to significantly shift the nature of business management. The baby boomers gave us employee support programs to ensure fair wages and respectful work environments. Generation X made tight-necked collars and stiff leather shoes obsolete with the spread of business casual office spaces. What will be the millennial contribution? They’ll ensure your boss balances your needs with those of the company and society as a whole. Productivity From a New Perspective Most millennials grew up with the infamous “nine-to-five from Monday to Friday” standard, but it’s far from the generation’s ideal. Moreover, you can burn those tired performance reviews that mimic your grade school rubrics. The metrics of productivity are experiencing a massive leap in evolution as millennial managers replace timed desk work with frequent, yet informal check-ins, because the need and principle of constant communication and feedback has leaked from these social media pioneers’ favorite platforms into their best business practices. Fluidity Over Rigid Work/Life Divisions Remember when parents and teachers thought if they blocked social media websites from school computers, students wouldn’t type in one of the memorized URLs of their current and rotating list of unblocked proxies to give the world a juicy life update? Well, now those same millennials are in the work place demanding a rework of Generation X’s work-life balance standard. They simply refuse to turn off their personal lives for 8 to 10 hours a day. In fact, the number of millennials working from home or flex hours for the sake of maintaining personal lives and commitments continues to rise. This generation wants the freedom to move fluidly between their personal and work lives, but that doesn’t mean they won’t respond to a business email promptly. In fact if they don’t respond in 10 minutes or less depending, their phone’s current signal strength is minimal or it’s is dead, which means they’re frantically looking for a charger anyway. The Innovative Price of the Millennial Generation’s Loyalty As of 2015, the millennials officially surpassed Generation X as the largest workforce in the country, but companies seeking to limit turnover will have to adapt their current “employee loyalty-inspiring” tactics to an entirely new gravitational field. A recent Brookings Institution study indicates millennials favor either high-tech enterprises or companies with strong ethical practices and forward-thinking employee benefits. First, the data supports the notion that millennials have no intention of supporting the status quo. This generation wants to improve and innovate; consequently, millennials seek empowering managers and environments that encouraging advanced leadership skills like creative problem solving and creative developments. Secondly, 63 percent of millennials and younger Generation Xers want to work for companies with high ideal regarding social, environmental and political causes. It isn’t enough to distribute paycheck on time or supply reasonable benefits. This generation prefers peace of mind to a financial bottom line in exchange for their loyalty as an employee. Millennial managers are as likely to invest in the employee as a social cause, giving new meaning to business leadership skills.

3 Ways to Start Turning Soft Skills Into Core Skills

What makes a great leader? Is it the ability to turn goals into accomplishments? Is it a strong command of hard, technical skills? While technical capabilities are certainly important, even more so are the less tangible qualities like ease of communication and the ability to empower and engage others. Unfortunately for many businesses, these important virtues often get the label “soft skills” and therefore take a back seat to measurable traits like conversion rates and new leads generated. It’s much more advantageous in business, and in life, to think of these invaluable, central characteristics as core skills. Remember that people are always an organization’s greatest investment and its greatest asset. When you make skill like good communication, transparency, and the capacity to motivate others priorities, you give leaders the resources they need to help their teams achieve success. Here are three ways to start shifting the mindset at your company from soft skills to core skills. Assess Your Present Situation Making core skills part of the culture at your organization starts with assessing your present circumstances. First, determine the extent to which your organization places importance on developing core, people skills. Does it find traits like empowerment integral to its success, or do these so-called “soft skills” play second fiddle to measurable things like sales and marketing? Once you know where your organization currently stands on core skills, take a look at its larger objectives and goals. Determine if these could be achieved more effectively with an increased emphasis on core skills, as well as whether or not you are positioned to create change. Determine the Necessary Steps to Develop a Core Skills Culture If you think you’re in a good position to start changing the conversation from soft skills to core skills, it’s time to create an action plan. Begin by assessing your organization’s current leadership climate. Take a look at some of your leaders and evaluate their: Ability to reach immediate goals Ability to meet future goals Core and hard skills Competency needs After taking a look at the current leadership culture, identify how a shift in emphasis on developing core skills would help leaders better meet current and long-term business objectives. Take Action to Foster Core Skills in the Workplace Now that you’ve done the legwork, it’s time to take action. Be prepared to share your analysis with colleagues, especially upper management. Seek their support in making core skills training a chief priority for your organization, so that you can begin to create a company-wide culture of learning. Next, work with individual departments and senior leaders to create a core skills training program. Determine what kinds of resources you will need in order to develop implement these training sessions. It’s also a good idea to create a thorough game plan with specific deadlines and goals in order to see your new core skills training program through to success. Core skills are too important to waste, as entire businesses can crumble when their leaders don’t have the right resources to engage, inspire, and connect with their teams. Instead, give your leaders the tools they need to succeed by making an investment in people and people skills.

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