Uncategorized Archives - Insights to Growth

5 Tips On Leading a Multigenerational Workforce

February 10, 2021 by Insights to Growth Leave a Comment

Having a multigenerational team in your organization is a benefit. Leading a multigenerational workforce allows you to learn from each generation’s unique vision of what their workplace should look like.

Business leaders have between 3 to 15 direct reports, and chances are that they’re from various generations. In order to leverage this diversity, we need to understand our biases, so we can serve our direct reports and leverage the strengths that they are bringing to the group.

Karen’s Tips for Leading a Multigenerational Workforce:

Create an environment for open dialogue. This will take time and effort.
Be flexible and really listen to recommendations from your team.
Provide specific, regular feedback, and ask for confirmation on the feedback.
Avoid stereotypes. Each person is unique.
Vary your communication approaches.

Recommended Reading: One book that addresses this topic in great depth and with academic rigor is Work With Me: A New Lens on Leading the Multigenerational Workforce.

Our goal should ultimately be to achieve better productivity, engagement and retention with a multigenerational team.

It’s a tall order to address the needs and preferences of so many different groups of employees at once. But fostering a culture of productive collaboration and mutual respect starts from the top down.
Brandman University

I’d love to hear about the most difficult obstacles you’ve faced managing a multigenerational team in the comments down below.

If you need help overcoming those obstacles, feel free to get in touch!

The Importance of Job Descriptions and Job Postings

October 14, 2020 by Insights to Growth 1 Comment

Attract a Good Fit for the Position

Have you hired an employee that matches the job posting perfectly, but they turn out to be the wrong fit 90 days later?

When hiring, it’s common for managers to use the top job description they come across. They post it, attract candidates, and make a hiring decision as soon as a likely candidate walks through the door.

However, these candidates will more than likely end up as turn-over. Why?

I believe that over 50% of turn-over can be avoided by better defining responsibilities, required skills, and ideal behaviors in the job posting itself.

If you didn’t take the time to think through the average day this person goes through, then you probably didn’t hold a stake holder meeting with the employees who will interface with this person. This should all be considered when writing the job description.

We also need to consider the changes our company/industry/environment have undergone, which entails that our “next receptionist” be different from the previous one.

Find the Right Fit for the Company

We have to use the right bait for the fish we want! We only want certain types of fishes to be attracted to our job posting instead of simply casting a wide net.

If you’re looking to hire a receptionist for example, then you want someone who is naturally friendly, flexible, and comfortable with being the “face” of your company. They should be able to instinctively follow up on emails and phone calls while being helpful to the rest of the team.

After thinking through their daily responsibilities, it’s important to pull together the stakeholders for each role. Together, you should discuss the role in-depth and look critically at how specific in the job posting needs to be.

Post the agreed upon job description and interview candidates that respond. I recommend you ask about 2-3 questions to identify candidates that are attracted to the role. Here are two examples:

Do you enjoy an environment that keeps you guessing?
Are you the go-to-person that your friends come to, to organize a party?

This allows you to attract certain fish and repel the others. I hope this helps, and I would love to hear of creative ways that you write a job description and posting to eliminate candidates that aren’t a good fit. Let’s talk!

How effective is your communication with your direct reports?

October 7, 2020 by Insights to Growth 1 Comment

Even when we have 1:1 meetings, staff meetings, and real-time pinging through Slack and other instant messenger tools, I’ve never met an employee who said, “my leader over communicates to me.”

People generally believe that there’s more information to know. In fact, the statistics are pretty scary:

60% of companies don’t have a long-term strategy for their internal communications (Workforce).
74% of employees feel they are missing out on company information and news (Trade Press Services).
72% of employees don’t have a full understanding of the company’s strategy (IBM).
86% of employees and executives cite lack of collaboration or ineffective communication for workplace failures (Salesforce).
33% of employees said a lack of open, honest communication has the most negative impact on employee morale (Recruiter).

A direct reports’ need for information and communication increases during time of change and turmoil whether internally or externally driven.

Like any personal relationship, our work relationships thrive or die on our ability to communicate clearly, establish trust, and create a welcoming environment for questions.

To dig further into a manager’s role and the importance of their connection to employees, I found the book by Jim Clifton and Jim Harter, It’s the Manager: Gallup finds the quality of managers and team leaders is the single biggest factor in your organization’s long-term success, to have substantial research and insights.

Effective communication with our direct reports is a top priority if we want highly engaged team members. I would enjoy knowing what you find to be helpful in communicating with your direct reports. Get in touch!