Motivating and Managing New, Young Employees
As an entrepreneur, it's up to you to make the right decisions when hiring individuals to work for your wholesale beading company. Some of the key traits of your employees should be strong work ethic, honesty and motivation, in addition to experience and skill. However, you're not always going to be able to find job applicants who have all of these characteristics. You may have to pick and choose your battles when it comes to hiring, and in many cases, your best option may be a Generation X or Y applicant.
1. Encourage your young employees to train themselves.
|Not all business owners are crazy about the idea of hiring twentysomething employees to handle company matters. But you shouldn't completely rule these individuals out when going through the hiring process.
Generation X and Y employees can become some of your most valued staff members if you take the time to mentor and train them properly. Before you pass them by, take a few of these tips into consideration. In the end, you can prepare yourself to hire an influx of these applicants and be confident in your ability to manage them.
This might seem counterproductive, but it's important that Generation X and Y individuals are taught to figure their way out of problems early on while working for your company. The Harvard Business Review recommends making the situation challenging from day one on the job. This means that you shouldn't go easy on your younger employees on their first day, but rather give them some problems to solve to get their minds going.In the end, your staff members will likely come to you with questions, and this is exactly what you want to happen. This will train your employees to seek answers, learn more about their positions and do what it takes to get the job done.
2. Reward your younger employees.
Another way to keep your Generation X and Y employees in the loop and engaged with other people around the beading company is to make note of their achievements. Young staff members like to know they're being recognized for their efforts, especially when their peers are older and more experienced. Think of coming up with a reward system for your new younger employees and don't be shy about getting the rest of the company involved.
3. Be a mentor.
Instead of being quick to reward good behavior with salary increases, BusinessInsider.com recommends using education as an incentive to perform better. Younger generations are always hungry for more knowledge, and they will appreciate your efforts to train them if you take on a mentor role.
As a way to show your appreciation and improve the productivity of your staff as a whole, take the time to explain everything in detail to your employees who may lack experience.
"Three short minutes of explanation usually make excellent junior employees excited, since they feel the immediate benefits of gaining insight into decision-making processes," Michael Fertik, writer for the Harvard Business Review, told the news source.
4. Understand how your younger employers tick.
BusinessKnowHow.com reports that understanding your younger employees' motivators can help you get a better grasp on a viable management strategy. For many individuals who are straight out of college, their first job is not where they want to stay for the rest of their careers. If you understand that your younger staff members are in it for the paycheck, you can readjust your expectations to cater to their wants and needs.
Remember, just because they are simply interested in a full-time salary job doesn't mean they aren't valuable assets to your beading company. Generation X and Y workers have a strong work ethic--they are dedicated to completing the task at hand and doing so in a quick, efficient manner. In the end, they may become some of your most helpful staff members.
5. Make your young employees comfortable in the workplace.
For Generation Y staff members, this might mean giving them the opportunity to multitask and use various means of technology, according to Entrepreneur.com. When it comes to Generation X employees, you may want to make mentoring a key part of your daily company routine. Although it can be difficult to make everyone happy, familiarizing yourself with how to cater to some of your most diverse employees can pay off. At the end of the day, you may improve your employee retention rate and the efficiency of your staff as a whole. Take these tips into account when bringing in new, energetic faces--you may be surprised at the results.
How did you like this resource? Your feedback helps us provide resources that matter to you most.