Hiring and keeping millennial employees is key to any organization’s continued success. But, as human resources directors are already well aware, millennial’s aren’t necessarily looking for the same qualities in a potential employer, that previous generations found compelling. So what can companies do to find and keep the best millennial talent?
The average American worker has fifty interruptions a day, of which seventy percent have
nothing to do with work. –W. Edwards Deming
It would irritate anyone. Your team has an assignment, and everyone has a strategy on how to proceed. Then, changes happen. Upper management keeps shifting the deadline, causing everyone involved to feel stress. Or perhaps your organization is in a state of flux, where work schedules, building protocols, and breaks are continually changing. If you’re in charge of a group of people, you feel their stress. While you empathize with them, you’re also responsible for keeping them focused and productive. Here’s how to effectively lead–even as schedules change.
Like everyone else, you may have your smartphone on the table in front of you during every meeting. There’s an important email you’re waiting to receive, a crucial call you don’t want to miss, or maybe you want to be ready to look something up to add to the discussion. Whatever the reason, you’re multi-tasking. You even give yourself a quiet pat on the back for getting double the work done.
It seems like political leaders have been arguing over healthcare for decades. In the United States, for instance, a once-motivating effort has been mired in debate and detail to the point where practically no one has the energy left to tackle the workload. (And Canadians aren’t immune from their own internecine battles over the subject.)
“Just because you are CEO, don’t think you have landed. You must continually increase your learning, the way you think, and the way you approach the organization.”—Indra Nooyi, CEO, PepsiCo
Everyone in a leadership role brings with them a set of beliefs they hope will guide them and their teams. Yet, as a leader, you should recognize when a fervently held idea of belief no longer applies to your new role. Here are four common beliefs that will only hold you back.