Generational Work Ethic:
Is there really a divide?
Now, more than ever, the discussion around “this new generation’s work ethic” has been a topic of conversation for many clients.
From recruitment to retention, business owners are seeking solutions to bridge, what they feel is, a generational gap. Angelik and I like to view this “problem” as an opportunity: How can we help business owners let go of outdated perspectives and successfully capitalize on new approaches ?
The solution: Cultivating a work environment that embraces what the “new” generation has to offer, while strategically using the experience of seasoned employees to help these younger team members grow.
Moxie has over a decade’s worth of experience conducting new hire and employee interviews.
This insight allows our team the opportunity to connect with a diverse array of humans with varying backgrounds, skill sets, age, and education.
What Moxie has learned? There is one thing every employee can benefit from: Professional Development. Companies that invest in employee development see significant returns on this investment. While there is significant value in outsourcing professional development, don’t forget there are also many members on your team who would likely be willing teachers!
Here are 7 things areas of focus to support the growth of a younger workforce:
Lead by example - This seems obvious, but so many leaders need this reminder. Actions speak louder than words every time.
Foster a positive work environment - No matter our age, humans are humans, we all want to be supported and valued.
Clear expectations and consistency - It’s common for business owners to waver in their expectations. Take the time to understand your company’s vision, set clear goals aligned with that vision, and communicate your expectations clearly and consistently. Communication and consistency is always key!
Offer regular feedback and recognition - Regardless of generational differences, humans perform well when they are confident in their abilities. Help employees understand their strengths and areas for improvement with regular feedback sessions and open communication. Equally important is the power of recognition. Communicate and celebrate to motivate ;)
Set realistic goals with realistics deadlines - Again, not generational, human nature - Humans thrive with structure. Setting realistic goals ensures employees understand what is expected of them and provides them with a sense of purpose and direction in their work, while establishing achievable deadlines helps employees prioritize their tasks effectively and manage their time efficiently
Provide training and resources - If you want an employee to perform in an area, you train them, right?! If the issue at hand is “work-ethic” provide training in professional development.
Ongoing workshops and discussions - Continuing Education(CE) credits are a staple in many industries to maintain skills and develop new ones. It’s time to apply this concept to professional development. Can we normalize CE for professional development?!
Investing in professional development for employees is often overlooked, yet complaints about work ethic persists.
Don't miss steps 6 and 7, they are the golden ticket to fast-track your employees’ professional growth!