A presentation by U21 and E-Learning the other day tackled the multi gen workforce, specifically GenY. They were explaining how their business or learning module/structure/framework can benefit training requirements for this segment. What I like most is that it has a couple of points or call to action on what managers can do to manage GenY.

1.) Use 360 degree Reviews, for them and for their bosses
2.) Run interference, keep office politics out of their way
3.) Focus on relationship with direct supervisor
4.) Give them a lot of space, they are used to being on their own and provide expectations, feedback and open dialogue
5.) You need credibility, they do not respect authority
6.) embrace their input

Although it is not yet complete, I feel it generally has the right concept and context, Everybody engaged in the mudslinging and ranting should focus on how we all move forward. For as they say "There are not enough GenX to fill the retiring Boomers" the next workforce and stake-holders will be majority GenY.

I couple of point for the GenY's though, although you get vindication and satisfaction that you get understood and you get to put on the table how you work and your attitudes, you should remember that it is always a two way street, the higher ups or the other Gens are not suppose to be the only ones to adjust, the GenY must adjust, be flexible and learn to be patient, fight the battles worth fighting and learn the politics, for it is still a social world and this world is not all GenY, learn to play with the Bully and the other kids in the playground.

Most importantly, love your work and be uncompromising of who you are, be firm on your character and integrity. It is what will define you. Focus on implementation and results, as with everything, specially in the corporate world, results will speak for itself.

Have fun and treat each day in the corporate world as a challenge and a adventure !

As I was reading a post on the "Building a Smarter Planet" Blog by Sacha Chua titled "Smarter employees and a smarter planet". I have been following Sacha on her blog for some time now and I just so happen to come across a post be her on the smarter planet blog. Anyways, I believe in her advocacy and I totally relate to it. I specially like it when she said "Even new employees can help build a smarter company. Even new employees can help build a smarter planet."

Also a good advice from her for both new employees and managers is

"If you're a new employee, stay in touch with the reasons you liked the job offer, and discover new reasons to be passionate about what you do. If you work with or manage new employees, help them stay engaged by connecting them with people who are passionate about their work, and help them harness their passion and infect others with their energy."

I believe that managers or people who are in the position to mentor, mold and guide human resources of a organization/corporation should focus on relationships  and engagement, being connected with your subordinates and peers helps in the overall performance of the entire team and organization while making TRUST as the foundation for all.

As a new and old employee, continue to challenge the status qou, continue to ask, continue to evolve. As a manager, build engaging relationships, build trust between both ends.

I however have come to a realization, every since I started working, I overextended and made the office my home. I immersed myself in work and I was loving it, I enjoyed it so much, I spent more time at work than at school and at home. I made the office my house, my locker was full of clothes and there are countless times when I would sleep over at work.

The rare times I was at home, with family and out of the office with friends, my mind would still be with my work. Work was my life and it was my passion. I also know of countless people who bring work home, some even working till the wee hours, effectively cutting quality time suppose to be dedicated for the family. Most of these people don't file overtime.

I later on asked why it was ok for work life to cross personal life yet personal life is treated like a baggage and checked in before going to work, I said to myself, that is unfair..... I dwelled on this corporate situation for a bit and I the realized that the top management may have already realized this fact and that is most probably the reason why most organizations focus on initiatives that improve not only technical and work competencies, capabilities and work careers of their employees, most organizations have already extended them into the personal life.

I think corporations have realized that there is a direct connection between both work and personal life, for if work life is not doing well, personal life will directly suffer, this goes for a not so well personal life to greatly affect productivity and work performance. I believe this is the main objective and reason why top management fully supports activities and personal development initiatives that extend to the families of employees, a happy employee is a productive employee.

However, there are still some enculturated mentalities among current middle managers, a couple of isolated cases would still give employees negative evaluations for mixing work and personal life and will even enforce guidelines to make sure personal life will be checked in the baggage counter before entering the workplace.

As I have already expressed in my earlier article, Most initiatives from top down gets blurred and mis-implemented.

But I do understand these initiatives and changes do not happen over night and it takes a lot more time to change cultures. So, I would therefore advice people who are in these isolated situations to give your full support and do not tire in persuading your superiors as they are also people who have families I am sure constant communication and the right approach will bring them to the right point of view.

For managers who still think the way of old, try and have an open mind, this is the era of social and collaborative management, employees are more social, free thinking, driven, passionate and have very good self-confidence and acceptance. Harnessing the new workforce by open and good communication will be beneficial to everyone and will directly have a positive effect on the organization.