A Clear Warning To All Company Dinosaurs!

Many hardworking, and very creative, employees are quitting traditional organizations because the older workforce does not know how to manage them properly (this is a fact).  So, if companies don’t want to find themselves outpaced, outthought and outsold, they better start restructuring now!

By this, I mean that the old hierarchical structure and chain of command needs to go out to the dumpsters, as do the old-fashioned sort of job titles (which are only used to keep salaries down). Employees in this day and age shouldn’t be hired to only do one specific “job” for a company (which may not even be around 12 months down the road) but taken on for their skills, attitude, conversation style and their aptitude to quickly learn new skills.

So, do you want to be the cool boss who gets “IT”? Well then, you better commit these following tips to memory, and then put them into practice (or else they [read: the one’s above you] are probably going to let you go instead … mark my almost soothsaying words):

Be approachable. Direct access is the key! Take time to speak with an employee’s spouse or family member when you meet them, and let them know how you appreciate the hell out of the one they love. Note: Gen-X is looking for more than just fair pay: we need both personal acknowledgment and job satisfaction.

Take time to be personal. Thank an employee for doing a good job. Listen to what they have to say (trust me … the good managers are) both in a one-on-one situation and in a group setting. Let each employee know that you take ideas or suggestions seriously (this will keep you “in the know” … which is a nice spot to be in).

Encourage employee growth. Provide feedback, and be specific! Make sure the guys understand the company’s expectations. Involve them in the decision-making process whenever possible. Let them do their job without unnecessary micro-management. Most crappy jobs contain routine, day-to-day work; offer employees a chance to work on something that will challenge them — they dig this stuff!

Promote and reward. Recognize an employee who has done an outstanding job by giving an unexpected reward, such as a day off or a free dinner for them and their family at a fancy restaurant. Always manage people individually, and promote outstanding individuals even if it means ahead of older or more senior employees. Note: if they deserve it, and you’re not giving it to them, they will start looking elsewhere!

Show them the “Big Picture.” We need to experience a sense of ownership (sorry if this is bad news)! Encourage this by providing detailed information about any new products, advertising campaigns, strategies for competing, etc. Also, let each employee see how he or she fits into the plan. Show them how their specific goals contribute to meeting the whole organization’s goals.

Sure, we all get old, but we don’t have to act like it (age is nothing but a number anyways)! If you want to be seen as an innovator, and the cool boss, you better start opening up your work environment, and welcoming new ideas. Our generation enjoys having fun at work, so don’t be afraid to try something new every once in a while. Unlike our parents and grandparents, we don’t plan on staying with one job throughout our long careers, nor will we sacrifice our family for the job. We grew up seeing our parents being laid off, therefore our family life is very important to us (I hope you get this … or else you’re in trouble).

The truth is that the company that has a workforce ready to deal with a whole range of future situations is far better equipped to cope when new opportunities come their way . . . and these companies will be in business much longer than those who practice the dinosaur-style traditions.

Man, I hope somebody shoots it this straight to me when it’s my turn to change! For one thing, I’ll be smart enough to listen!