{"id":713,"date":"2007-03-29T01:00:45","date_gmt":"2007-03-29T09:00:45","guid":{"rendered":"https:\/\/systematichr.com\/?p=713"},"modified":"2007-03-29T01:01:05","modified_gmt":"2007-03-29T09:01:05","slug":"communicating-with-a-millennial-part-4-the-transition-to-work","status":"publish","type":"post","link":"https:\/\/systematichr.com\/?p=713","title":{"rendered":"Communicating with a Millennial (Part 4: The Transition to Work)"},"content":{"rendered":"

So what are the right expectations for a millennial just entering toe workforce? Ryan states \u201cI find that managers are not giving me the appropriate guidance necessary for me to grow in the company. They\u2019re too concerned with what\u2019s going on above them to look at what\u2019s going on below.\u201d And \u201cSome of my best moments in the corporate world began when a manager asked me to \u201cget creative with it.\u201d That phrase is rocket fuel for my ego! I feel like I can do anything when I\u2019m not held captive by the norm.\u201d Ryan has every expectation to have managers who groom his talent and guide him to the top. His experience with managers asking him to get creative show that he\u2019s a person they trust and want to see what he comes up with. I\u2019d suggest that he take two things from this: 1) he\u2019s a candidate, and 2) not everyone of his peers is also a candidate.<\/p>\n

Ryan<\/a>: For me, the hardest part about getting through a \u201c9 to 5\u201d is the lack of creativity in what I do. And yes, having the amazing boss that I do, occasionally we\u2019ll get something by the head honchos and have a little fun, but that\u2019s few and far between\u2026<\/p>\n

My proposal to the business world is to stop thinking that the conventional way is always the right way. Businesses seem to evolve not just by creating new business deliveries, but by creating new ways of delivering business. ((Retrived from http:\/\/employeeevolution.com\/2007\/03\/15\/lets-get-creative\/ on March 26, 2007))<\/p><\/blockquote>\n

Now I\u2019m not sure what type of job \u201cRyan\u201d is in. But let\u2019s say this comment came from someone in HR. I think many of us are quite open to new ideas. In fact, I hope that we all celebrate creativity and innovation. Certainly I spend enough time writing about it, but I know it\u2019s not universal. I do think that business evolves. Look at the last ten years, not just in terms of technology, but also in process and the way we think about business. Some of the changes in thinking have come from the Bill Gates and Michael Dells of the world who changed business right out of school. But in general for the vast majority of us, early career is a proving ground where we make the case that both we and our thoughts are valuable, insightful, and reflective on prior knowledge.<\/p>\n

I have no intention of passing judgment, but the early career is the place people learn not only the career and industry, but the compliance, the history, and the organizational context. For every great idea from a new career entrant (and no person in any stage of their career should ever stop providing them) there were at least 100 from the same source that have been thought of, business cases written, and tried or dropped.<\/p>\n

Ryan, I am by no means a decision maker. However, I can tell you that you\u2019ve apparently earned your place as an up-and-comer. Part of that earning was a filtering and an open invitation to \u201cUse your Gen-Y employees to that goal\u201d just isn\u2019t feasible. The real question, is how can we better manage our young talent to identify the high potentials earlier, engage and capture their imaginations earlier, so we can use your ideas\u2026 earlier.<\/p>\n","protected":false},"excerpt":{"rendered":"

So what are the right expectations for a millennial just entering toe workforce? Ryan states \u201cI find that managers are not giving me the appropriate guidance necessary for me to grow in the company. They\u2019re too concerned with what\u2019s going…<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","footnotes":""},"categories":[28,10,12,9,20],"tags":[],"class_list":["post-713","post","type-post","status-publish","format-standard","hentry","category-communications","category-engagement","category-learning-management","category-onboarding","category-talent-management"],"_links":{"self":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/713","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcomments&post=713"}],"version-history":[{"count":0,"href":"https:\/\/systematichr.com\/index.php?rest_route=\/wp\/v2\/posts\/713\/revisions"}],"wp:attachment":[{"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fmedia&parent=713"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Fcategories&post=713"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/systematichr.com\/index.php?rest_route=%2Fwp%2Fv2%2Ftags&post=713"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}