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| Author: Sadia Maqsood (IKL Training) |
People are hired because of their experiences,
smart technical skills and growth potential but managing young professionals
require certain strategies as compare to other employees, keeping in view their
lack of professional and business experiences. There are 20 ways to manage your
employees and help them to settle down in a new environment.
♦ The
Transition Phase: The transition phase from
student to employee is full of stress, confusion and excitement. There is a
need to help employees for recognizing his abilities and come over this
transition phase. A support system of an organization helps them in this
regard. Employers need to think that how they can help their new employees in
this change of time.
♦ Guide
them well: It is necessary that manager spends
more time with the employees. In the beginning, employees should be briefed
about their job responsibilities in detail. Lengthy boardroom meetings,
training sessions and upfront experiences can help them inunderstanding the
business and services in a comfortable manner as they followoperating
procedures.
♦ Give
them Experience: Manyemployers directly
assign new managers with challenging projects and the real experiences begin
from the start. Job experiences can be different, with the help of proper
guidelines, it can help individual to become an invaluable team member for the
organization. Risk taking is good at the initial stage, however, the right
amount of supervision and task structure can minimize the influence of risk
taking.
♦ Invest
at your Earliest: It is better to make
sacrifices sooner, and recognize theskills of young employees. Many
organizations prefer to invest on the young employees, as they understand the
skill gaps and develop structural plan for their professional development in
their early years. Once they are better equipped, they can contribute well at the
higher level.
♦ Listen
to them: Young employees have lot of expectations from
their managers and they don’t like the idea of being dictated around,
especially when they are not equipped to handle their tasks. Once they are
equipped, they like to be given directions and want someone who values their
inputs.
♦ Feedback
is important: Annual performance evaluation is not
enough but a regular feedback on the given tasks can be helpful to know where
he or she stands. Constant feedback helps in gaining productivity.
♦ Provide
Flexibility: Young professionalshave different
approach towardslife. They see professional and personal life differently and
they try to blend both. Employers should follow a flexible approach so things
can be dealt in a progressive manner.
♦ Play
with Variations: Young employees should be
given variety of work as they tend to thrive on variations. More productivity
comes on short projects and help employers to hone their true skills.
♦ Find
their Strengths: When employers train their employees,
they are actually finding their strengths and areas where they can improve and
function better. They will make mistakes but their fresh knowledge, energy and
willingness to view things with diverse perspective can help the organization.
All they need is a proper direction and opportunities to explore.
♦ Entrepreneurship
Opportunities: Research
has shown that young professionals want to become entrepreneurs and have lot of
brilliant ideas to work on. By offering them numerous opportunities, they can
be productive to create innovative products or services, and create success
stories.
♦ Be a Mentor: A great mentor is experienced, and can be a leader or
supervisor and facilitates professionals in all matters. He guides employees
on important matters and provides a sound objective for career growth.
♦ Direct
them towards the Right Career: Employers should be clear
and focused in guiding their team. Young employees are keen to move ahead and
work actively. Discuss alternative careers and developmental options, and tell
them through case studies that how young people have achieved success in the
past.
♦ Provide
Additional Responsibilities Carefully: Young
professionals are smart and eager to take ‘all in,’ so follow their workload
carefully and help them managing their time and prioritizing work.
♦ Professionalism
should be the Priority: Young employees might not
know the norms of workplace but a lighthearted conversation during lunch times
or during happy hours can be useful to tell them about setting ground
limitations, and dealing with inappropriate behaviors.
♦ Defining
the Friend and Co-worker Perimeters: Young
professionals tend to view coworkers as friends and can make things too
complicated. Similarly, when friends get promoted, managing relationships can
be tough. So a balanced policy has to be maintained in this regard.
♦ Important
Policies have to be discussed: Employers have to
clarify about the dress code, harassment, social media and internet related
policies of the workplace and their consequences.
♦ Explain
HR Benefits: Young employees must know about the key
benefits related to health, travelling and insurance that can help them lead a
comfortable life.
♦ Be
a Role Model: Young employees will consider you a
role model at the workplace and will develop a uniformed pattern like you. In
the early days of their working life, use their soft nature to mold them in
positive ways.
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