Thursday, August 22, 2013



Call a TimeOut when it comes to managing the GEN Y!
 
           It's currently 2013 and some of our managing habits have been used for 100's of years.  Anyone can agree that things evolve.  Not trying to get into a religious debate here.  I'm just speaking on the since of technology, peoples habits, systems, etc.  I was told by a great leader once that beating is not leading.  By beating I mean managing in a since that you force that person to do something in a manner that they don't believe in.  The penalty for not doing the task is a verbal lashing.  First off this style of management comes with a lack of training that person has on how to do what you want them to do and thinking they will do it up to your expectations.  Seems ludicrous, but a common practice. 
          Now am I saying we don't need a good ol pep talk sometimes to bust us out of our complacent behavior.  No.... What I'm saying is that you need to look at each person as an individual and motivate them in a manner that they believe in the task that you want accomplished.  If that task is not done to your expectations, well then you need to also address that particular person in a manner that they will learn from the mistake.  Not resent you for the way you handled their lack of training on completing the task correctly or to your standards.
         Here's what I tell my managers when it comes to counseling a GEN Y that has not completed the task correctly.  First I address them and ask 3 simple questions.  When their parents were young and threw a rock through their neighbors window, how did their parents discipline them?  A switch from a tree right?  Now how were they disciplined in this same situation? The Belt.  Now we have our Gen Y.  Whom have been given participation ribbons for failures, 15 chances to do something right with no discipline, etc.  Now how have the Gen Y been disciplined?  TIMEOUTS.... Sent to the corner and put in a time out.  Do you honestly think you can counsel this employee the same as someone who was raised and disciplined with the switch.  Not even in the slightest.  
        So, think about that when your 20 year old employee didn't produce the results you expected and you have to counsel.  I'm not saying baby them and beat around the bush.  They like to know exactly what they did wrong and how they can do it better.  Gen Y wants to succeed and given the training to do so.  So, call the timeout when it comes to managing the Gen Y and this highly motivated class of individuals will be 1000 time more productive for you.
 
Sincerely......A Gen Y
 
Please Comment Below on Your Tips When Counseling a Gen Y
 
 
 


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