Tag: Hiring

Leading An Effective Multigenerational Workforce

by Bright Osadiaye, posted in Health & Well-Being, Improve Academy, Leadership, Management, Personal Development, Workplace Learning
Photo by Andrea Piacquadio on Pexels.com

‘Analyze your team or organization to understand which generations are represented or underrepresented and how your generation mix compares to the U.S. labor force overall. This will help you to determine which elements of your organization to consider remixing first.’

‘Empathize. Learn about the experiences of other generations in order to understand what values and expectations they bring to the workplace.’

‘Assume the best intentions. Give members of the other generations the benefit of the doubt when they make decision or take action you disagree with. This leads to more understanding and effectiveness all around.’

‘Be more transparent. Since the internet and social media have leveled the playing field when it comes to access to information, leaders have no choice but to be more transparent and democratic with their knowledge.’

‘Challenge your recruiting ‘musts’ by rethinking the characteristics and qualifications of talent you have historically recruited for certain positions.’

‘Take a look at whether you possess any ageist views or expectations that are getting in the way of effectively managing age or experience and help employees understand why you hold certain expectations.’

‘Generational differences are most acutely experienced around communication issues. Companies that teach diverse colleagues how to communicate more effectively with one another will have a tremendous advantage.’

‘The best way to communicate one-on-one and ensure your messages are heard and understood is to become a communication chameleon. Ask your key shareholders how they prefer to communicate and share your preferences with the people you lead.’

‘Many companies fail to appreciate the importance of onboarding, but this is a critical moment to begin retaining employees of all generations. Help people feel welcome, informed, connected, and valuable from their first day on the job.’

‘To provide the most effective training to a multigenerational workforce, experiment with multifaceted, hybrid options. Consider online and off-line courses, various lengths of training offerings, individual coaching, educational games and quizzes, bite-sized- videos, rotational assignments, and more.’

Source:

Lindsey Pollack (2019). Remix: How to Lead and Succeed in the Multigenerational Workplace

How Great Leaders Build Great Organizations

by Bright Osadiaye, posted in Health & Well-Being, Improve Academy, Leadership, Management, Personal Development, Workplace Learning
Photo by Mouad Mabrouk on Pexels.com

As a leader, you don’t have a company without your people. If you want to build a great company, you must put your people first.

If your people are not happy with you, they are not going to invest in you.

If they are not happy with you, they are not going to bring their best selves to work.

And if they are not happy with you, they are not going to be happy with your customers.

Without your customers, your people, as leader, you have nothing.

According to Dave Ulrich and Wendy Ulrich, ‘Employees who are competent but not committed will not perform to their full potential.’

‘Commitment comes from building an employee value proposition that engages employees to use their discretionary energy to pursue organization goals.’

‘Commitment or engagement grows when we work in a company with a vision, have opportunities to learn and grow, do work that has an impact, receive fair pay for work done, work with people we like working with, and enjoy flexibility in the terms and conditions of work.’

‘Great leaders understand that the search for meaning that builds abundance is grounded in clarity about our truest individual and organizational values and how they align. ‘

‘As a leader, you create a more abundant organization when you help employees clarify their personal identity and enhance their signature strengths and then help them see how those strengths fit with the goals and values of the organization.’

‘Leaders can serve the important function of holding up a metaphorical mirror to help employees see how their behaviors are perceived by others.’

‘Leaders may also help employees ascertain their identity by asking them to complete a time log and analyze the results.’

‘When we act outside of our comfort zone, we may learn hidden strengths we did not know we had.’

‘As a leader, you might ask your employees to share their perceptions of their strengths, describe times when they demonstrated their strengths, and explore how their strengths might be used to help others (including coworkers and customers).’

‘As a leader, you meld organization and personal identities by hiring, training, and compensating employees whose personal identity melds with the identity of the organization or its subparts.’

Source:

Dave Ulrich and Wendy Ulrich (2010). The Why of Work: How Great Leaders Build Abundant Organizations That Win.