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Alicia Blain

Millennials


Last week, my friend, Gina Carroll, who also happens to be an awesome editor, reminded me that I had never posted the last blog in this series.  My bad.   So here goes.

The last of the disturbing trends that I see that can keep mediocrity alive & well in Corporate America is the resistance to tap into AND harness the talent that Millennials bring to the workplace.  Millennials have been in the workplace for 10 years now and still corporate leaders are having difficulty managing them.  As I work with corporate clients, I see their continued insistence to hold on to entrenched systems that worked in the past.  Having been in their shoes, I totally understand why they want to do that.  They have worked long and hard to get processes and systems in place. There’s a lot invested in corporate SOP (Standard Operating Procedures).  The thought of having to give up the tried and true for the trial and error isn’t something many leaders are enthusiastic about doing.

The problem is that continuing to hold on to the tried and true is a prescription for being left behind.  The Millennials are the messengers of the future. By pulling them into our 20th Century leadership comfort zones all but guarantees that we will miss the boat.  Instead, we should be letting them push us into the 21st Century.  But yet leaders are hesitant to do it.  This creates a Triple Jeopardy situation in the workplace.

1.      Exodus of talent. Talented Gen Yers leave the organization.  Tired and fed up with being hand tied and unable to make a difference, the very best and brightest just opt to leave.  Where is your future leadership pipeline coming from?

2.      Cost. The organization has just wasted time, money & effort on hiring those Gen Yers that subsequently leave.  In addition, the employees that remain have to pick up the slack until another replacement is found.  This further upsets an already overworked group of people.

3.      Rinse & Repeat.  The process of hiring the replacement starts the cycle all over again.  Without a solid plan in place to engage and leverage the talents Millennials bring, there is a high likelihood that the cycle of turnover will repeat itself again.   The organization is perpetuating the problem and falling further behind the innovation curve.

But it doesn’t have to be that way if leaders would be willing to shift their thinking a bit to see 20-somethings as allies instead of aliens.  By being unwilling to let go of the status quo, companies are snubbing their nose at 3 ways Millennials can bring profits, growth and vibrancy to the organization.  Here’s how they do that.

1. By being Solutionists.  20-somethings are wired to get things done. Whether it was the many demands placed on their time as young children, or the video games they play or the need to make sense of a chaotic world, Millennials are focused on solutions and being resourceful in getting to those solutions.

2.  Embracing Real-Time Reality vs. Delayed Action.  You will rarely see a Gen Yer opt to put something on a list so they can get to it later. They tackle the problem on the spot.  They look it up and get it done.  For Boomer leaders, this is uncomfortable and unsettling to see.  We prefer delayed action – let’s put it on our “To-Do” list,  let’s research it some more, let’s meet a few more times to explore the problem, etc., etc.  Millennials are in-tune with the fact that in today’s world, you won’t get to it later.  They never knew a time when there was time to spare.   Summers off to play? Only one after school activity? No volunteering on the weekends? This is all shocking to them because from an early age, their lives were full of activities that required you to be present and engaged and responding to things in real-time.  There is no missed window of opportunity.

3.    Plugging into the Collective.  You can’t beat a 20-something in their ability to tap the collective.   They realize that 2 heads are better than one and 10 are better than 2. They instinctively know to reach out to others in getting things done because the result will be a better product or solution.  Instead of the individual being front & center, it’s the group that works the magic.  The collective is at the root of the solution and the ability to tackle problems real time instead of putting it on the list.

Millennials have the 21st Century mindset imbedded in how they think, act and work. By understanding and leveraging that mindset, leaders can infuse fresh, new ways of doing things going forward.  Millennials are the messengers of the future and it’s vital that organizations retain the best of them.  We will retain them by letting them re-train our automatic defaults.  Those tried and true instinctive reactions we have worked so hard to master will get in the way of our ability to: make decisions in real-time, to test our best practices for future viability, to infuse innovation into our SOP.

If Corporate America is going to be a meaningful player in the future, it has to look inward and let go of a lot of the trash it has built up over the years.  Like Jennifer Hudson says in the Weight Watcher’s commercial ” It’s  a new dawn,  it’s a new day, it’s a new life”  for us as corporate leaders… and yes, embracing it all will also make us  ”feel good”  IF we give ourselves permission to be bold, experiment & try new things.  The Millennials are ready to work with us to forge a new way.  Are we?

Last week, I had the rare treat of being around NINE 20-somethings for 7 whole days. As many of you know by now, I love watching Gen Yers.In fact, I learned to figure them out by creating a living, breathing lab years ago as I started hiring them. They frustrated me so much that I knew that I either had to figure them out or put in for early retirement. I chose the first option. Putting Gen Yers under the microscrope changed so many things in my life but most especially it changed the way I saw them and the way I led them.

Last week, I had a chance to observe nine of them in a personal setting instead of a professional one. Although I’ve been able to do this in the past, I didn’t have the opportunity to do it for long periods of time like I did last week. Seven glorious days!

So let me give you the quick backstory. My fiance’s mother, June, turned 90 in June. Isn’t it cute that June’s name is her birth month? Anyway, I digress. June’s daughter decided to host a family reunion in August so the entire family could make it. It’s a pretty big family so you can imagine how difficult it was to get busy schedules to align.

What was so amazing is that June’s daughter and her husband PAID for the entire reunion!! And I mean everything from renting the house next door, to stocking refrigerators full of food, to paying for dinners, a suite at a Padres game, tickets to the local outdoor symphony featuring the Beatles and Rolling Stones, to a beautiful sunset birthday dinner at a golf course. It was a magical week full of wonderful memories and all made possible by the generosity of June’s daughter & husband. I know the karma gods will reward them generously for their beautiful and selfless gesture and we are all indebted to them for everything they did.

So, the nine 20-somethings were mostly June’s grandchildren and a couple of their friends. I got to talk to them, observe them, understand what was important to them and just immerse myself in their world. In doing so, I realized that today’s 20-somethings are just like we were at their age – but with a 21st Century twist. I also realized just how much I had forgotten what it was like to be 20-something. Here are the 3 things that stood out:

1. They love having fun. Whether it was playing bananagrams in the dining room table or making signs to take to the Padres game or rocking out to the Beatles & the Rolling Stones at the Pops concert, 20-somethings live their life to the fullest. Seeing their zest for life and the dreams they had for the future, reminded me that I was exactly like them at their age – I had just forgotten.

Here’s the  twist:  At the same time they were playing bananagrams, some of them were playing scrabble on their smartphones with either someone else at the reunion or a friend online.  Before going to the Rolling Stones concert, they went to iTunes to listen to some Stones hits so they would recognize them at the concert.  Remember, the Beatles & Stones aren’t bands they listen to but yet they were totally cool about getting to know them & going to a concert that showcased their songs.  At 20-something, I know I wouldn’t even dream of going with my parents to a supper club to hear Frank Sinatra.  How about you?

2.  They love to Party.   While the boring Boomers would scramble to bed exhausted at 9:00 or 10:00, their evening was just beginning.  They would either congregate in one of the houses or they’d go to a local bar.  Sometimes, I’d hear them getting back at 3 0r 4 in the morning.  It reminded me of how I’d do the same thing in my twenties. But again, going to bed at 10PM makes you forget the days when 10PM meant you were getting ready to go out and party the night away.

Here’s the twist: Unlike their parent’s generation, I found that 20-somethings today are more aware of the hazards of drinking and driving. Instead of putting their lives and those of others at risk, these 20-somethings chose to let someone else do the driving instead. I find that 20-somethings today take cabs after a night of partying rather than get behind a wheel.  For a group that’s considered to be immature and irresponsible, that’s a pretty responsible thing to do and it’s smart too. How many times did you call a cab after a night of partying?

 Through all of their partying, these 20-somethings are connected at all times to their smartphones/cellphones.  They are either letting their friends know where they are, or finding a place to go eat afterwards or taking a picture to put on their facebook page, the technology is always with them and utilized all the time. Boomers will never know what that feels like.  We had to find our way to a payphone and prayed that it worked if we wanted to make a call.

3.  They love their families.  One of my fondest memories of this reunion will be how well all the generations – Veterans, Boomers, Xers, Gen Yers and iGen (yes, there were even children under the age of 11) got along.  There was love and respect even when understanding a certain way of thinking was difficult.  After all, what someone in their 90s thinks is important is very different than what a 20-something thinks it is. I loved how everyone laughed and interacted with one another and the genuine interest the 20-somethings had in the stories told by the older generations.  I thought back to the family reunions I attended in my twenties and how despite our differences, I respected and loved my family.  I still remember the wonderful family stories that were told that I still remember today.   I had just forgotten where I first heard them.

Here’s the twist:  20-somethings today really like to hang out with their parents.  They didn’t congregate in a group removed from the older folks, they got right into the conversation and the action.  In  my twenties, I distinctly remember how the younger group would separate themselves from the older folks and hang out separately.  Not so today.  Here’s an even bigger shocker – these 20-somethings didn’t even mind if their parents hung out with them at the bar or late into the night.  That NEVER happened when I was in my twenties.  Parents were simply not allowed into our space.  Not so with this crop of 20-somethings.  They include everyone… at least to a certain point.

It seems like every day I read or hear someone highlighting how different or strange these 20-somethings are.  After spending seven fun-filled days with nine of them, I can tell you they are more like us than we give them credit for.  It’s just very hard to think back to the days we were their age.  Also, they have their own unique twist that makes them unfamiliar – but not different.  From the generation that lived the  sex, drugs & rock n’ roll mantra, imagine how frightening we must have been for our very proper and “square” parents?

I think that if we start from a place of acceptance and commonality, the differences among us aren’t so stark. They add flavor to the rich fabric of our personal and professional lives.  And we are all the more blessed because of it.

To all the 20-somethings out there – You ROCK!!

Like most Baby Boomers, I am used to getting information with enough detail and relevance that I can use it as needed. Notice I said as needed and not necessarily immediately. In other words, I like my information to be relatively meaty. One of the biggest lessons I learned in my lab when I was a corporate executive was that 20-somethings or Millennials don’t like information delivered the same way I like it. In fact, it’s just the opposite. They like it bite-sized, punchy and when needed and not a minute before. Instead of a meal, they want a snack.

That changed the way I communicated with this group in my team. It was also one of the determining factors in transforming the way I led. Since I learned and honed my management techniques and style under the 20th Century model, I was committed to communicating in the same way to all my team members. After all, I didn’t want to be accused of being inconsistent or treating people differently. How many times were we told that “one size fits all” was best when it came to employees? That way there was no confusion or misunderstandings.

Well, in the 21st Century model, when it comes to our newest job entrants and customers, one size fits all simply doesn’t work & is totally ineffective. When it comes to communicating, it’s absolutely necessary to chunk down your message. It’s called “information snacking”. Love the term!

I’m including a video where Mark Ragan, CEO of Ragan Communications is talking to Erin Lieberman Moran of the Great Place To Work Institute. By the way, the Great Place to Work Institute is the company that selects the top 100 companies to work for every year and Fortune Magazine reports on the results in their magazine. According to their website, Ragan Communications is the “leading publisher of corporate communications, public relations, and leadership development newsletters”. So both Erin and Mark know a thing or two about communicating in today’s world. Check out what they have to say about information snacking.

Right below that video, I included a video I did a couple of months ago from my Gen Yer on Fire series. The goal of the series is to highlight “the other side of Gen Y.” In other words, the good side of Gen Y that many of us as leaders often overlook. The series shows how Gen Yers are opting out of corporate careers and applying their creativity and hard work in areas they are passionate about.

So here’s Erin and Mark chatting about information snacking :

Here’s my Gen Yer on Fire video with a different but similar slant on information snacking. Oh, yeah, and one more thing: I’m not an actress and you’ll clearly see I don’t play one on the video. I’m just doing what Millennials say to do: live out loud and share my message!

So what about you? What can you do today to provide your 20-somethings with an information snack rather than a meal? I know you can do it !!!

I want to first start out by thanking my colleague, Susan Whitcomb, a wonderful career coach and President of the Career Coach Academy for sending me this article in the Business Insider written by Vivian Giang titled:  ”If You Want to Retain The Best Young Workers, Give Them A Mentor Instead of Cash Bonuses“.  According to the article, in a recent annual Global CEO Survey  conducted by PricewaterhouseCoopers, 20-somethings, also known as Gen Y/Millennials rated training and development way above cash bonuses as their first choice in benefits.

The research that I did this past year validated the results from the survey.  As I interviewed 20-somethings that had been working from one to five years, over 80% had either left a job or were aggressively looking for one.  Why?  All of them were shocked by the reality they faced when they started working.  None of them were prepared for it and all of them wished they had known ahead of time so that perhaps they would have asked better questions during the interview to determine if there was a good fit. But even if they still had to take a job regardless of fit, they all felt that knowing would have helped with a better transition.

What was shock #1 for these Gen Yers?  Having to report to bad bosses and/or not having mentors they could go to.  In my new e-book, New @ Work:  An Insider’s Survival Guide to a Crazy Workplace,  I give new hires some probing questions to ask during an interview so they can determine if their prospective employer embraces mentoring and whether or not their next boss has “horrible boss” characteristics.

In my experience having worked as a corporate executive for over 25 years,  I find that new hires don’t take enough advantage of the interview process.  The interview provides a great opportunity to get to know important things about the organization and the person who will be your boss.  Too often, young interviewees are so concerned about making a good impression that they either don’t ask a lot of questions or ask very predictable ones. 

Interviewers have typically been through hundreds of interviews and usually have heard the same questions being asked over and over again.  A way to stand out is to ask them questions that make them think, that get them out of their comfort zone.  As long as you ask it in a non-threatening manner and from a place of curiosity, the interviewer will most likely remember you from the countless other interviews he or she has had.  In today’s world, young interviewees need to find creative ways to get on the employers radar preferably before the interview but certainly during the interview.

As I was reading the Insider Edition article, I was noticing some of the comments that were  posted.  Many of them appeared to be from Gen Yers who disagreed with the survey results and rated cash bonuses over mentoring.  Although this is understandable in today’s unstable economic times, I believe it ultimately backfires.  It’s a case of being penny wise and pound foolish.

Having had mentors and being a mentor during my long career, I can attest to the huge benefits mentors provide.  They are able to fastrack your career.  They show you where the landmines are located, what to do and not do and how best to stand out and get noticed.  Mentors provide a shortcut to becoming successful at work.  Although that may not be as appealing as a cash bonus in the short term, I can vouch that it has much better financial benefits in the long term. 

Mentoring has allowed me to make strategic moves in my career that have ultimately gotten me  higher increases,  better bonuses and more importantly, positioned me to become a high performer which is the cream of the talent crop in an organization. Cash bonuses could not have done that and eventually, those bonuses would probably shrink without a “Success GPS”  that only a mentor can provide.

In my e-book I give some advice on how to find mentors in or outside an organization if someone finds him or herself working for a bad boss or an organization that doesn’t foster mentoring.  Mentoring is that important to your career whether you are 20-something or 50-something.

When you have a good mentor, the cash will come.  Without one, it’s a rocky road.

In today’s USA Today, an article titled:  College offers scholarship for Twitter ‘essay’   written by Luke Kerr-Dineen and Natalie DiBlasio caught my attention.  The University of Iowa held a contest worth $37,000 – the price of a full scholarship to their business school – for prospective students to submit a Twitter entry in place of a second essay.  That means that students would have to get pretty creative with 140 words in order to win the contest.

I thought that was a great example of the type of experimentation that is needed today in both universities and corporations.  As usual, the article highlighted the voice of some detractors that were not in agreement with the experiment.  I find that to be the typical reaction that plagues the leadership in many organizations today.  It’s the need to hold on to the “tried and true” instead of the “trial and error”.

Is it just me or does anyone else question  the intensive focus that is placed on the essay part of the college/MBA applicaiton process by most parents today.  Every one of my Boomer friends who has had a child apply for college has been intimately involved in the application process. Some of them more so than their children. Some have hired professional writers and editors to “review” (read redo) the essays their children prepare.  Most have spent countless hours perfecting the essays.  As Jodi Schafer, the University of Iowa’s director of MBA admission says, this intense focus on the essays has made them “unoriginal and often highly edited”.  I couldn’t agree more.

Doing something creative like the University of Iowa’s MBA program  is doing has 2 advantages:

  1. It gets people comfortable with trial and error.  The University of Iowa had no idea whether this experiment would work or not but you can be assured that going through it will give them a ton of ideas and ways to perfect it the next time or do something different.  They didn’t let the risk of failure stop them.  More universities and companies need to adopt that way of thinking if innovation is going to thrive in the future.
  2. It utilizes 21st Century tools.  Instead of relying on contest tools that were used in the past, the University decided to use the twentysomethings tool of choice to challenge them. After all, these are the tools this generation is comfortable with and will undoubtedly keep using as they get older.  As organizations bring in twentysomethings and begin to tackle the challenge of grooming them to be 21st Century leaders, they will need to get creative in how to employ these tools.  Shutting them down and prohibiting their use may not be the optimum reaction to effectively embracing innovation in the form of new tools.

It’s refreshing to read about how some universities are finding creative ways to deal with the challenge of adapting to the 21st Century.   The article highlighted other creative ways organizations are using social media in contests to help students find funding alternatives for college. It’s a win-win for both the students and the organizations that choose the scary path of experimentation.

What about you?  What new ideas are you trying in the workplace today?  Are you holding on to the tried and true or venturing into the trial and error?  Take a page from the University of Iowa: don’t just think outside the box.  Throw it out and see what new idea takes its place.

Yesterday I was reading an article that referenced a survey conducted by Mercer  indicating that over 30% of employees are disillusioned and disengaged at work . For Gen Yers on the job, the number increases to over 40%.

The interviews I held with Gen Yers this past year validates the results of the Mercer survey.  In fact, I found that over 80% of the Gen Yers I interviewed had already left an unsatisfying job or were aggressively looking to leave.

But here’s what I find most baffling.  As I work with business leaders who want to get the most out of their Millennial staff, I find there is no desire on their part to change their way of leading or try something different.  A surprisingly large group of business leaders still believe that the Millennials are the ones who are going to have to adapt to the way organizations work.   I find that so many leaders are disillusioned themselves and are just plain tired of the corporate grind.  They have no desire or incentive to try something different, to capture the minds & talent of their Gen Y staff. Many of them have gone as far as to tell me that they are absolutely NOT going to “rock the boat”.  They are desperately holding on, keeping things the same until they can retire.

I find that to be sad and troubling.  By 2014, it is estimated that 50% of the workforce will be made up of Gen Yers yet they will be reporting to bosses who are holding on to the status quo and are not that motivated to engage & retain their young staff.  Many of them turn a deaf ear when it comes to understanding why Gen Yers are unfamiliar to them as new employees.  And even more interesting than that is that many leaders show a disconnect between how they raised their own Gen Y children and what they expect from them as employees.

Here’s an example. Recently, I was working with a manager who talked constantly about how involved she was in her college children’s lives.  She explained how she researched the universities they attended, talked with the dean and other assorted faculty & staff at the various colleges they were considering and countless other details that showed how involved she was in their selection and in their lives.  She didn’t think anything of her deep involvement in her children’s decisions and the ramifications that would later have.  After all, if someone is THAT involved in making decisions on behalf of her children, how can her children be expected to do things on their own.

While I worked with her, she was constantly receiving texts from her children & responding to them.  She called them often & researched things for them.  So you’d think that someone like that would have a lot of understanding and tolerance for Gen Yers that reported to her.  Not at all.  She constantly complained about how lazy & unmotivated her young staff was.  She was frustrated at how much time she had to “waste” holding their hand through every minor detail of their work.  She was appalled at their work habits but fully expected them to “get with the program” and figure things out themselves.  After all, no one ever showed her how to get things done.  She had to figure it out on her own and so do they.

See the disconnect?  Like my client, many Gen Y parents were and are heavily involved in their children’s lives. But when these parents put on their “leader/manager”  hats at work, they expect Gen Yers to miraculously figure things out on their own.  But how can they when all their lives Gen Yers have had hands-on advisors helping them every step of the way?

Unlike other generations of young workers, Gen Yers have many more employment options than existed in the past.  Many leaders mistakenly believe that with the recession Gen Yers are going to have to conform & “get with the program”.  They may do that temporarily but here’s something you probably don’t know about your Gen Yers that you would if you spent any time trying to get to know them.  Many Gen Yers have side gigs.   I believe Pamela Slim, author of  “Escape from Cubicle Nation” calls them side hustles.  In their spare time, Gen Yers are following their passion, volunteering in non-profits, working part-time at a home-based business.  The more disengaged they are at work, the more effort they’ll put into their side hustles.

They also have options around the companies they work for.  There are many successful companies that have been started by Gen Yers that are attuned to the needs to Gen Yers & are extremely attractive to them. Think Google, Facebook and many in the non-profit world such as Invisible Children.  And we haven’t even talked about the unprecedented access to angel funding & venture capital that is available to someone with an idea, a lot to offer and working for a boss who doesn’t care.

So my advice to leaders out there is this: If you want to attract and keep the best of  Gen Y talent and prepare them to lead effectively in the 21st Century instead of the 20th Century, let go of the status quo and stop holding on until you retire.   We owe it to our children, your young staff to give them the tools they need to be the great leaders of the future.

When we graduate college and start looking for our first job, we rarely think about our relationship with our boss.  After my interviews with young people this past year, many of them indicated that they actually always assumed they’d have bosses who’d mentor them and guide them through their career.

Nothing can be furthest from the truth.  Here’s an insider secret:  As a college grad in your first job, you have a higher chance of working for someone who isn’t a very good mentor nor is interested in becoming one.  Many of today’s managers are overworked, stressed and dealing with their own career issues. They don’t have any time left over to dedicate to their staff. Some managers are simply not mentoring types at all and try to avoid that part of their role.

The good news is that your boss doesn’t have to be the one you turn to for mentoring.  Once you start working you will quickly find out who are the managers in the organization that not only like mentoring but that find the time to do so.  Those are the ones you want to align yourself with and pick one of them as your mentor.

Believe it or not, the interview process provides you with a unique opportunity to ask questions of your prospective boss to see if he or she would be a good mentor and a good fit for your personality.  As I’ve mentioned in previous blogs,  there are a lot of batty bosses out there. All of us have different tolerance levels for the different types that exist.  Wouldn’t it be better to know ahead of time whether you may be working for one or not? Most college grads don’t grab this opportunity because they are focused on making a good impression on the employer.  Although that is very important, it is equally important to ask probing questions as well.

Here are 5 good questions you can ask your prospective boss to determine what type of boss he is. 

1. Give me an example of a famous leader you admire and what are the traits you admire about him or her?

2. Give me an example of someone you’ve mentored in your team and what you liked and didn’t like about it?

3.  How would your employees describe you?

4. What are your top 3 pet peeves?

5.  What are 3 things you enjoy about leading your team and 3 things you don’t enjoy?

From the responses, you’ll get an indication whether your future boss is a good and caring boss. If (s)he is, you hit the jackpot! Count your blessings . Do everything you can to get the job and stay with him for as long as you can. If they don’t, well, welcome to reality. You have to ask yourself these questions:

  • What batty boss type is he? Is it one of the types I can tolerate?
  • If it’s not a tolerable type for me, is the job opportunity worth the aggravation of learning to deal with that type of boss?
  • If so, what steps can I take now to prepare myself to handle this type of boss so I don’t derail my career?

The best way to excel in your first job is to be as prepared as possible so that you are not shocked at the world of work and lose precious time trying to figure it out.  While others are doing that, you will be focusing your effort on creating value and showcasing your skills as a high performer.

You don’t know what you don’t know.  Everybody knows that but what you don’t know can make you miserable later.  That’s what young people working for the past 1 to 5 years told me this last year when I interviewed them.  Over 80% said they just did not do a good job asking prospective employers probing questions to find out what it would be like to work there.

Most of these young people started their jobs right out of college and said they mainly focused on preparing for the questions that employers would ask them.  They admitted that they had  a list of generic questions to ask employers but mainly did so to show the employer that they had done their research about the company. Again to showcase themselves to the employer.

Most young people don’t give a lot of thought to what they are getting themselves into when they accept a job.  After all, the company websites and the on campus meet & greets paint an awesome picture of  what it’s like to be on the inside – an employee – of Company XYZ.  Like everything else in life, there are always two sides to every story.

There is no doubt that working for a company gives you tremendous exposure and great experience as a new entrant into the workforce. There are many benefits to working for a company in your early career. However, there are many things about working that college grads are unaware of and that consequently make them very disillusioned and disheartened once the job offer is accepted.  So much so that 80% of the young people I interviewed had left their jobs, were actively looking to leave or thinking of leaving in the short term. They simply weren’t prepared for the shock of being an employee.

In case you think this is a new phenomenon, it isn’t.  I think you can ask anyone who has been working as an employee and if they can remember back to their early twenties they will tell you how shocked they were when they started working.   I share my own story and tell young people that when I started working in my first job, I came VERY close to quitting after the second week (had to get that paycheck, right?). College simply does not prepare you for the workplace.

The twenty-somethings I interviewed told me that in hindsight they wished they had asked their employers better questions to be better prepared for working there.   Many agreed that given the tight job market they would probably have taken the job regardless of what they discovered.  The big difference that would have made a huge difference as an employee is they wouldn’t have wasted so much time wrapping their heads around the job shock.  Instead they would have been ready and focused on adding value immediately to enhance their employee brand and to stand out.

Here are 2 insider secrets most young people don’t give a lot of thought to but impacts them nonetheless.

1.       You will NEVER work for a perfect company.

2.        All companies have warts and some have more than others. Warts are things that aren’t great about the company but need to be tolerated in order to work there.

During the job interview, you want to gauge what specific brand of warts your prospective employer has because the closer the warts are to things you can tolerate the better your experience will be.

Here are 3 specific questions you can ask to help you get a better idea of their warts. More importantly, it will help you understand the environment you will be working in should you accept the position.

1.    Can you tell me 2 reasons why you work for this company?   What keeps you here?

2.   What are 2 things you wish you could change about the company and why?

3.   What are 3 things people don’t know about working for the company that they should?

Listen very carefully to the responses and jot them down. Your interviewers will not be expecting these types of questions and will most likely not have a pat answer that is not very revealing.  The responses will be more truthful and telling.

Stay tuned next time when I will share more interview questions that Gen Yers on the Job suggest you ask before you accept your first job.

Over this past year I have interviewed many Gen Yers that have been working from one to five years.  Do you know one of the biggest regrets they had?  That they didn’t take the opportunity during an interview to ask employers questions about working there.

Today, you can find countless articles and blogs where Gen Yers talk about their disappointment and disillusionment when they enter the workplace.  All college grads are encouraged to prepare intensely for their interviews with employers.  But what isn’t discussed much is what college grads should be doing to prepare themselves for the SHOCK of working as an employee.

College never prepares you for what corporate life will be.  The marketing messages to college grads on corporate websites paint a rosy picture about working there.  That’s what marketing messages are supposed to do.  But the insider reality of working as a full-time employee is not often as rosy as the marketing hype suggests. There are a lot of things that are not great about the workplace.  Anyone who has worked for any amount of time will tell you that.  But it sure helps a lot when you know upfront what you are getting yourelf into.  That always lessens the SHOCK of the job.

Here’s an inside secret that is not comonly talked about.  All companies have warts (and some have more than others). Warts are things that you, as an employee, have to tolerate. We all tolerate different things; you need to determine if the company has the particular variety of warts you can tolerate.  The way to do that is to come up with a list of questions that you ask prospective employers to get a sense of their particular warts and determine if they are tolerable for you.

In this tight job market, college grads may not have the luxury of picking an employer whose warts are tolerable.  That’s okay.  The Gen Yers I interviewed believed that if they at least had known what to expect, it would have gone a long way to lowering the SHOCK factor in transitioning from their college to workplace experience.  Although it’s important to get a job, what good is it if you are miserable from the start?

 These Wise Gen Ys told me that as interviewees, college grads have a unique opportunity to probe employers and try to understand what it would be like to work there.  Instead, that opportunity is often lost because the focus is to be prepared to answer challenging and probing questions rather than ask them.

If the questions you ask uncover that a particular company’s warts are not in your “tolerance range” but you still need to take the job if it’s offered to you, at least you are going in with a huge advantage in that you know what to expect.  Gen Yers on the job state that not knowing caused them to spend months trying to get over the SHOCK and trying to figure things out.  Knowing ahead of time and not going in blind would have helped them tremendously.

In the next blog I’ll share some of the questions these Wise Gen Ys on the Job wished they had asked during their job interviews…

Drumroll, please…  The last & what I consider the worst of the 5 batty bosses at work is Mr. Snarly.

This is the angry, moody, obnoxious boss who spends his day screaming at everyone, regardless of whether it’s his team members, his assistant, his kids or the barista at Starbucks. He loves belittling people in meetings and has absolutely no manners or delicacy. He thrives on intimidation. Reporting to him keeps you constantly wondering when his tirade will fall on you.

Certainly not a fun person to work for.  It will amaze you how many Mr. Snarly’s still exist in the workplace today.  You would think with all the leadership advice out there & the money companies spend on mentoring their leaders & managers that a Mr. Snarly could never be allowed to exist & wreak havoc at work.  But they do.  And chances are, you will run into one if you are not already reporting to one.

That’s why it’s so important to ask probing questions during an interview especially for those first entering the workplace. Working for a Mr. Snarly right out of school is almost harmful to someone new to the grim realities of work. A young employee is not savvy enough or experienced enough to deal with Snarly’s tirades & unprofessional behavior. There are many seasoned professionals that can’t deal with that type either. But the point is to try & flush that out before you take the job.

If you don’t want to get caught working for Mr. Snarly, you need to ask probing questions when interviewing with your prosepective boss.  The person the position reports to has the ultimate decision in who gets hired. Here’s a insider tip. Most prospective bosses have interviewed hundreds of candidates over the years. They know that young people are  more focused on impressing them. They know that young candidates don’t know the corporate realities of being an insider.  After years of interviewing young people, they already know by heart the types of questions you will ask them – questions that are meant to impress them with your knowledge. 

What they don’t expect is for you to be a savvy interviewee & ask them questions like experienced candidates do. On the rare occasion a young person asks probing questions, the prospective boss immediately takes notice. I know I did when I interviewed.  Here is a person that is making the boss think about the answer instead of asking a question everyone else asks. This person will automatically stand out from the throngs of other interviewees they will see.  And that’s what you want.  You want to stand out & ultimately get the job.

So here are some questions you can ask your potential boss to make him think & take notice of you.

  • Can you describe your leadership style?
  • Give me an example of a famous leader you admire.
  • What are your top 3 pet peeves?
  • Do you enjoy mentoring your staff?
  • Give me an example of someone you’ve mentored in your team and what you liked and didn’t like about it.
  • How would your employees describe you?
  • What are 3 things you enjoy about leading your team and 3 things you don’t enjoy?

You need to listen carefully to the responses given since that will give you clues as to the type of person you will be reporting to.  Now that you know the list of batty bosses you can be better prepared.  You may hit the jackpot & find that you will work for a great boss.  If so, it is even more critical for you to do everything you can to stand out & get the job.  Great bosses are rare to find & when you find one, you want to work for them as long as you can.

If you currently work for a Mr. Snarly & can’t stomach his outbursts, now you have the questions you need to ask in your new job search.  Don’t get caught by surprise again.  For those college graduates interviewing for their first jobs, stay out of Mr. Snarly’s clutches.  Ask probing questions & know what you’re getting into.  The more you know, the less job shock you will experience when you start working. That means the quicker you can focus on making an impact on the inside & moving your career forward.  Instead of a deer in the headlights, you will walk into the spotlight with confidence & knowledge.

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