Tips to ensure you are maximising the capabilities of your employees for the future of your business.
We all have our quiet opinions concerning the youngest group that stomps through the workforce. They are commonly referred to as ‘Generation Y’ and are at the centre of one of the most heated debates in the world of Human Resources. Are they lazy or are they just faster? Are they smart or are they smart-alecks? This ever-growing issue is the force behind brand new outlooks on recruitment advertising, selection, retention techniques and updated strategies.
We maintain that the success tool when hiring and retaining your Gen Ys is found in incorporating their values and attitudes into your recruitment and retention strategies. However, it is equally important not to overestimate their abilities to adapt, simply because they were raised into a fast-paced learning environment.
It has become increasingly clear that the newer generation who roam our workplaces are generally technologically savvy, are instant digital communicators and have a world of opportunity at their feet, like never seen before. While this is being recognised, many managers see it as an excuse to curb training and induction expenses.
We encourage that the more effective course of action is to enhance their likelihood of success through more workshop style training and dedicated learning forums, so that these new-age attitudes and capabilities may be properly understood and maximised to future benefit your business.
Our experience indicates that some employers are struggling to balance the acknowledgement and potential of the new generation’s capabilities and are raising their expectations of them to an unrealistic level. They may be instant communicators in the digital world, but in the workplace it will still always take time for any individual to adjust to the familiarities of their role and the culture of the business.
All too often, those in hiring or management positions are not monitoring new candidates in their routine activities and when expectations or KPIs are not met, they are too quick to blame the recruitment process or point the finger at the individual themselves.
Employers to be patient during the induction and training period and explore all avenues, before playing the ‘blame game’, to ensure that you are not potentially losing a valuable asset to your company.
Here’s how to ensure you aren’t judging too soon that your newest addition to the workplace is not performing to the standard that you envisioned:
1) Re-evaluate the role that the individual has been recruited into. Take any inconsistencies as an opportunity to verify the responsibilities and KPIs that they have been assigned. Are your expectations realistic? Have they been performed before?
2) Re-consider how well you have set expectations. What mode have you chosen to communicate your expectations? How have you verified their understanding?
3) Consider formally assessing your new recruits learning style and revising your teaching method. There are numerous simple tests which will tell you and your new recruit their preferred learning method and use this as a tool to discuss effective learning techniques. Re-evaluate your training and support mode and consider widening it to incorporate all learning styles.
4) Evaluate the environment. Is under-performance a common trend amongst workers? Could your new recruit’s performance be reflective of a team morale issue? Consider an effective team bonding activity that encourages peer support and team based goals.
5) Evaluate how honestly you’ve given your new recruit feedback. Have an open conversation with your employee and offer them constructive feedback and criticism of their journey in your business so far. Pitch this as a development conversation and watch their motivation and determination to succeed in your business soar!
In 1919, Walt Disney worked for a newspaper as a cartoonist, and was fired by the editor who felt that Disney lacked imagination and had no good ideas. Perhaps rather than trying to fit someone into the preset mould that you are trying to fill, consider making adjustments to your mould to accommodate the talents and capabilities that they are willing to offer.
Recruitment Coach is a unique coaching and consulting firm for small-medium businesses, specialising in simple, effective human resources strategies. Contact Recruitment Coach for more information.
