Category: Workplace

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Accountability Generation Y Knowing yourself Workplace

Helping your career when you’re not middle class

I want to respond to the latest post at Employee Evolution, as I’ve done in the past here. This time, Ryan Healy writes on ways your family can help you with your career. Here’s my take:

I didn’t grow up in upper or middle class, nor did I grow up in poverty.

But a large part of my childhood was being raised in the ghetto of my town by my single mother. People are incredulous when I tell them this.

“Do you even know what the ghetto is, Rebecca?” they ask.

My babysitter acted as my second mother and the neighborhood protector. While my mother worked, my babysitter was the character standing on the corner of her lawn, yelling like a madwoman at the drug dealers to “get the f&*k away” from her street. After one such declaration, I remember thinking that they were going to shoot her. Dead. Then and there. But she was tough. The dealers were afraid of her.

My mother did end up moving us to a decidedly middle class neighborhood as soon as she could, but what I learned from my old neighborhood stuck with me.

The point being that I’m intensely proud of my background, but it wasn’t financially affluent.

So I would never say to my boss, “I live with my parents. I don’t need this job.”

Because I’ve been working from the time I was able, and trust me, I do need this job.

I understand that much of our generation grew up middle class, if not upper middle class. That’s a good thing. If you have the connections, privileges, and opportunities, you should use them. Take full advantage of the help that is available to you.

But we all need to be more grateful of what we have. And we need to realize that not all of us have parents and parent’s friends who can help finance our new company, lifestyle, or potential unemployment.

In my world, performance reviews aren’t based off of your connections or your financial stability. They’re based off of your work and your credentials. But we don’t live in my world. We live in the real world. In the real world, who you know and how much money you have are negotiating gems.

It’s good that you can get ahead by building relationships. This is something you have control of.

It’s not so good that you can get ahead with money if you don’t have any. But this is the reality. If you have the privilege of being able to leave a company that refuses to give you additional responsibility as in Ryan’s example, do so. Grow up. Stop whining. And then move out of your parent’s house.

If you can’t risk losing your job, however, but want more challenge at the workplace, pat yourself on the back. Courage should be rewarded.

Then get creative. Think about how you can take on more work even if the employer isn’t helping you do it. It’s rare that you won’t be able to find more to do.

Maybe it’s related directly to what you’re doing now. Or maybe you start a group of co-workers to green the workplace practices of your employer. Or you develop a set of best practices for your peers. Or you could develop and manage an informal mentoring program within the company. You define your success. True fulfillment isn’t created by your employer, anyway. It’s created when you push yourself.

And most importantly, be proud of your background. Realize that it actually puts you ahead of some of your prosperous peers who don’t have to worry about the rent, or the power bill, or budgeting groceries. Some of the most successful people I know are those who have experienced a large amount of adversity. This doesn’t surprise me. Because when you hit bottom, you only have two choices. Stay there or get up. And when you haven’t hit bottom, you don’t have the same appetite to succeed. Adversity is your ally.

Career backgrounder.

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Generation Y Work politics Workplace

7 concessions and a challenge to the Gen-Y naysayers

Cynics have decided that I’m a “Gen-Y Princess” floating oblivious amongst the clouds, here and here.

More specifically, that I’m a high-maintenance spoiled brat. But who’s counting.

I appreciate criticism, even if it’s lackluster on the constructive side. I want this blog to recognize and appreciate the foundation that previous generations have laid and build upon it. To greatness. I want it to be about dialogue and community. And kicking some major butt. This includes realizing when I haven’t given the full picture. Here are seven concessions to the Gen-Y naysayers:

1) Gen-Y will fail. Miserably. We won’t change the world straight away. You have to fail to succeed. When you haven’t wiped the crud off your shoes, you can’t develop emotional intelligence, which is an important factor for career advancement. Only experience will help us learn. Let us take the reins quickly so we can learn quickly.

2) We’re idealistic and naïve. We want to believe in the dream of changing the world a little longer. Why are other generations so intent on crushing the dreams of idealistic youth so swiftly? What sense is there in bringing us to the dark side? Don’t break my knees just as I’m training for the marathon.

3) You have to play the game to win. I know that. I’ve talked about it here. But guess what? The current game sucks. So, along the way, we’re going to break every rule and change what it means to win.

4) Patience is a virtue too. Millennials are an impatient bunch. We want to change things right away, right now, this instant. Patience is crucial in this process to avoid burnout. We understand change takes time, and don’t mind, as long as we’re taking action. Gen-Y patience is about perseverance.

5) You have to pay dues. No one gets to skip paying dues all together. I didn’t like my first job, but I moved on. Good things are learned from bad experiences. The key is to learn those things and move on as soon as possible. The real world isn’t all that great sometimes. Young workers shouldn’t have to pay dues to a workforce that is often dirty, unethical and shameful.

6) We can’t all be leaders. Not all of us are suited to be leaders. True. But the last time I checked, we need leaders to encourage positive change. Most movements today – political, environmental, social – all greatly suffer from lack of visionary leadership. The more quality leaders we can cultivate, the better.

7) Loyalty is important. Gen Y plays the field of careers. It’s not good. But it’s not bad. We’re twenty-somethings; loyalty means something different to us. It’s not about time, but the value that the company and the Gen-Y employee offer each other.

And now the challenge…

The discussion surrounding Generation Y should center on how we can leverage our weaknesses into strengths and how we can use our unique talents effectively in our professional development, entrepreneurial, social, public policy, and philanthropic endeavors.

So please, tell me:

How can Generation Y show respect and learn from previous generations so that we may fully engage in meaningful interactions to our mutual benefit? How can we work together to fulfill our dreams?

Really, I want to know the answer.

Come together.

Categories
Engagement Generation Y Workplace

How video games can show us how to engage Generation Y (or anyone)

Full disclosure and necessary reminiscing: I grew up with a second-hand Nintendo (shout out to my pals Mario Bros. and Legend of Zelda). Before that I played on a second-hand Atari (Pac-Man, Donkey Kong, you rock my world), and before that a really large second-hand computer filled the corner in my bedroom (Tetris– did life exist before you?). These days, I don’t play many video or computer games, but the ones that I occasionally happen upon are pretty cool, like this one, a modern day Pong/Tetris mashup addiction.

Here’s how video games can show companies, nonprofits, and others how to keep young talent engaged:

Give us a BIG challenge… Video games are not easy. They’re complex, challenging and take a long time to complete. Hours upon hours are spent wearing the skin on our thumbs down to the bone.

Generation Y doesn’t want to lick envelopes. We’re up for the challenge. Let us lead your next project.

…with small steps... Video games give us a big high-five every time we reach the next level, self-motivating us to keep playing.

And Generation Y workers are intrinsic motivation junkies. According to Richard Florida, author of the Rise of the Creative Class, Generation Y “values intrinsic rewards more so than salary and benefits.” Extrinsic factors such as money, promotions, rank and prestige don’t do much for us.

We’ve been “suckled on the principles of intrinsic motivation,” argues Tamara J. Erickson at Harvard Business Online. We would prefer to have careers that make us feel good and do good for the planet. Shiny external bribes may turn our heads, but intrinsic factors keep our attention long term.

Employers can retain young workers by recognizing “smaller steps are far better than big infrequent increments” according to Erickson.

…and celebrate often! With each new level passed in a video game, there is a celebration. It’s rare that people get tired of playing video games. That’s because it’s fun to make it to the next level. Fun and celebration are essential to avoiding burnout. Too many workplaces just focus on the pot of gold, not the colorful journey to get there. Small successes should be shared and merit party-time.

A recent New York Times article reported that “the polling firm Roper Starch Worldwide did a survey comparing workplace attitudes among generations, 90 percent of Gen Yers said they wanted co-workers ‘who make work fun.’ No other generation polled put that requirement in their top five.”

These three steps create an addiction, and if you work it right, it’s an addiction that will help your organization reach new heights.

Welcome to the next level.

Categories
Generation Y Workplace

Three workplace weaknesses that are really Gen Y strengths

When asked in an interview, “What do you think are your greatest strengths? Weaknesses?,” I always find it difficult to answer because I feel my strengths and weaknesses are intrinsically linked. Generation Y has three such instances where our perceived weakness are really our strengths:

1) Selfishly entitled. Guilty. Generation Y believes that we deserve everything the world has to offer. And we do. Paying dues when we enter the workforce is a joke. Not only have we already paid dues in high school by working harder to advance our standing in college, but we then work even harder in college to get ahead once we dive into the real world.

We’ve worked hard. We’re willing to work harder. We deserve success.

Being entitled allows Generation Y to avoid much of the stress and aggravation that comes along with the responsibility of making a difference and moving up the career ladder. We take care of ourselves through exercise, travel, socializing and volunteering in order to do the best job possible. We’re more productive and happy that way.

We want access to opportunities. We spell it out. We make it clear about what we need to succeed. We’re the best girlfriend a company can have; we never make you guess what we’re feeling.

2) Impatience. Impatience is a virtue. Trust me. When I’m stuck on a charter bus full of strangers and have to pee really bad and have successfully made it through my entire life never having used a public bus restroom, I am grateful for the impatience the bus driver shows in navigating as quickly as possible through rush hour traffic. I adore him for it, in fact.

We need a sense of urgency and impatience to solve some of the world’s biggest problems within the next few decades. Fundraisers have spent entire careers trying to figure out how to instill this very sense into potential donors to empower action. Now here comes Generation Y, urgency coursing through our blood. No waiting here. We’re ready to get things done. Just show us how, or let us take the reins.

3) Commitment-phobia. Our lack of loyalty has made employers mad. They have a generally negative view of us, in fact, believing the only thing we’re good for is fixing the faulty computer. Employers invest in our talent and potential and we usually quit on them within two years of starting.

From their viewpoint, Generation Y looks a lot like their 28-year-old son who refuses to make a commitment to a girl, any girl, and settle down already. Employers are dying for a marriage between themselves and Generation Y.

Alas, Generation Y is skeptical of marriage. Our parents have the highest divorce rate out of any generation. After observing such rifts, we want to get it right. We want to avoid the divorces of workplace layoffs, scandal and general all around crap.

For Generation Y, commitment-phobia is more about being realistic about a situation than the lack of desire to work or be loyal. We don’t see the point in staying in a relationship that isn’t mutually beneficial. We’re practical about the extent of our abilities and reach. Millennials approach projects with an attainable goal within reach. There is no long-term commitment, but rather we’re involved with the project to achieve that goal, and don’t find it necessary to stretch it out further.

Just that good.

Categories
Business Career Entrepreneurship Generation Y Inspiration Leadership Management Networking Workplace

Advice from top Executives, Presidents, and CEOs

We won’t all be Steve Jobs, but many of us will be the top executives in our respective cities. I recently met with seven of the top Executives, Presidents and CEOs in Madison, Wisconsin. Here are their keys to business and leadership success—

Share your success. It is incumbent on the person being promoted, according to Mark Meloy, President and CEO of First Business Bank, to pull others along with them. Make sure that as you become more successful, your leaders feel that their careers are moving forward as well.

Network to problem-solve. Finding groups that help you problem-solve will save many a headache, according to Brett Armstrong, CFO of the IT company Trident Contact Management. Like if you’re being audited, the group will have your back. But choose your involvement wisely, Armstrong advocates, since you only have a certain amount of time and need to spend it wisely. If you’re only half-involved then that is how people will know you.

Balance… well, it’ll all even out in the end. First, you have to decide if you want a job or a career, according to Mark Meloy. If it’s a career you decide upon, make sure you’re engaging in a two-way street. Work and life won’t always balance out that day, week, or month, but equilibrium will be found. Eventually. Meloy walks the talk at First Business Bank. When his employees go on vacation, they are not allowed access to email and have only limited access to voicemail. The company gives vacation, he says, for a reason.

A vision can’t just be a pie in the sky. A vision must be a concrete vision, according to Donna Sollenberger, President and CEO of UW Hospital and Clinics. To create the right vision, you must find the right direction for your organization to take. To do this, look at the industry trends and listen to your market. Then build a case, a good solid argument, and back it up with data to demonstrate where you need to go.

Entrepreneurs – socialites, control-freaks, risk-takers, and self-promoters. So says Curt Brink, a successful real estate developer. You must not only deal with a wide range of people in entrepreneurship, he argues, but you must also follow through on getting things done. Don’t be afraid to try something new, because once you’ve done it, you then understand how to do it better. A successful entrepreneur likes being in control, but can delegate fully. If you don’t, no one will grow. By the way, Brink was unconsciously promoting his current and past projects the entire time he was talking. That’s called passion. Get some.

Do a lot, and make sure everyone knows. Don’t let anyone pigeon hole your talents, says Annette Knapstein, Vice President of Office Administration at American Family Insurance. Stretch yourself, develop new talents and volunteer for different committees. And then, make sure everyone knows it. If they don’t know, it doesn’t exist.

Leadership is lonely sometimes. A good leader and manager makes effective decisions and communicates clearly, while putting the right people in the right spots. Not always easy, according to Gary Wolter, President and CEO of MGE. To illustrate his point, Wolter told a story about a receptionist he saw year after year. Each morning, the receptionist would say, “Hello, Gary.” Yet, when Wolter was promoted to CEO, the next morning was different. “Hello, Mr. Wolter,” the receptionist said. Leadership fundamentally changes relationships and people expect different things of you. People who were your peers, you now supervise, and while you can still be friendly, you can’t talk about the boss anymore because you are the boss. The support group that you had developed, who had remained loyal to you, and helped you along your journey has changed. Be prepared.

Throw an open door party daily. Reaching out to younger people for fresh air is essential, according to Richard Lynch, President of J.H. Findorff & Son, who had a great sense of the upcoming workforce. He recognizes that young workers are entrepreneurial, and need a flexible and honest environment to work in. He has an open door policy for this purpose and subsequently attracts the brightest young workers.

Speaking of honesty… Surround yourself with people who will tell you that you’re an idiot, says Gary Wolter. Look both inside your organization, and outside, for individuals you can bounce ideas off of, and who can communicate with you effectively and honestly.

Follow the Leader.

Categories
Career Generation Y Leadership Management Workplace

Look beyond millennial-washing benefits for happiness at work

I had my dream job once. I worked at a small company where I could utilize my skills and interests from both my college major and minor. I was located in a lively downtown area, a short walk from my apartment. There were no cubicles. Instead, the company embraced an open-office floor plan. I was given projects and responsibility right away. Free peanut butter sandwiches were available to all employees. I had good benefits and three weeks of vacation. It was great.

Except that I hated it.

Looking back, I see I was easily caught up in the bells and whistles companies implement to attract Generation Y workers, while ignoring some of the more important things. Here are some things to look out for:

1) Know the difference between a visionary leader and a good manager. A visionary person will easily sweep you off your feet with their grand ideas, but they can often be a difficult person to work for. People with just a vision will want things a certain way – without explaining how to get there – instead of giving you the autonomy, trust and guidance to do well in your position. Listen carefully to how your coworkers describe working for your boss. It will reveal a lot early on.

2) Money does matter. My first salary was hardly anything to wipe the floor with, let alone live on, but I was passionate about the job so I thought it was okay. It wasn’t. When you start a job, make sure you’re at least negotiating enough to live on, because the truly rich have both – money and passion. Money may not seem important, but it is likely to become a source of resentment later on when you expect to be rewarded for your hard work.

3) Be grateful for your office, if you have one. While open offices seem to provide a space for maximum collaboration, sometimes it’s nice to be able to shut the door. There are times you will need privacy and you’ll work better if you have it. If your workplace has an open office plan, find out if there is a private area you can use.

4) Make sure you have the flexibility and freedom to get the job done. The company I worked for said they endorsed flexible schedules to allow for the ability to go to a doctor’s appointment, attend networking events, and have lunch with a friend if needed. And I had three weeks of vacation; it said so in my contract. But I was never made to feel it was acceptable to use these benefits. I was stuck recording every minute of work, and might as well have been punching a time card for the amount of rigidity in my schedule. Moreover, I was told if I wanted to make it big, I needed to be prepared to work insane hours after work, otherwise, I wasn’t committed enough.

No thanks.

Make sure your employer walks the talk. Will you be expected to come in at 9:00 am every day or will you have more flexibility? What is the policy if you have outside commitments? Is there an “it will all even out” or “you must make up every minute” mentality? Will you have to dress up every day or can you wear jeans when you don’t have meetings?

Seemingly insignificant, these personal freedoms will become increasingly important the more you take on inside and outside of work.

5) Be weary of turnover. Within a few months of my start date, all of my co-workers announced plans to leave. I thought it was just a natural progression, but since I left, the company has since experienced a similar turnover. Yes, millennials are known to be job-hoppers, but only because we are searching for the right position. Companies with the lowest turnover are usually ranked among the best. That means if the faces at a company keep changing, take it as a bright red flashing signal to get the heck out of there.

In choosing a position, look beyond the typical things companies do to attract millennials to determine if the culture is right for you. Most importantly, know yourself. Only you know how you like to work best.

I can see clearly now, the rain is gone.