How to manage young talents?
12 April 2013
Read by 2655 persons
We know them, we hear about them… The "Generation Y", "Emo Generation" or "Give-and-Take Generation", these young employees are, today, one of the major forces in the company.
How to retain them in 6 lessons…?
1/ Know how to become the partner instead of the boss.
For this new generation of employees, the boss is no longer really the manager but rather the partner, or even the mentor, the one who supports, encourages and gives the desire to surpass oneself, to be better, to be at the maximum of one's potential and abilities. Be the one who follows them personally, who validates, confirms (or denies and disapproves), encourages and motivates.
What is the ideal manager profile for Ys?
• He listens and intervenes.
• He knows. But with respect.
• He is open and flexible, but not easily influenced or too malleable.
• He is organized, balanced, reliable and firm.
• He is creative, innovative and values teamwork.
• He is demanding but appreciative.
• He is fair.
2/ Respect the young talents' room for action.
Allowing these young lions to develop their potential by offering them a real room for maneuver will always be well perceived. And their recognition will not be long in coming. Leaving latitude, respecting their need for autonomy and independence will prove to be the best source of motivation for them.
3/ Be crystal clear.
Knowing how to be clear, concise, precise, presenting one's expectations and objectives in a frank and open manner, that is what the young generation expects from a leader.
So don't hesitate to:
• Organize frequent meetings and openly express and explain your wishes.
• Transmit factual, concrete and concise information.
• Set up periods and places for exchanges (example: seminars, themed weeks…) to answer employees' questions.
• Create a "suggestion box" for them to express themselves and make suggestions.
4/ Create a sense of belonging.
Young talents are quite idealistic, they need to be connected with partners who are like them: committed. So be able to let them feel that other people are working in the same direction and defending the same values, the same professional cause.
The company must present itself as a place that fosters links with and between employees.
5/ Offer future prospects.
The manager must encourage his young employees to be aware of their training needs and lead them to improve. It is necessary that they are also able to know their organizational career objectives.
Finally, it will probably be very beneficial to ask those concerned to justify the return on investment of the use of their career development account.
6/ Show recognition
Don't be one of those managers who don't know how to thank and/or recognize talent and successes. They won't forgive you for it. Indeed, lack of recognition is one of the main criticisms leveled at leaders by their young employees. Remember to send regular feedback and clear signs of recognition that highlight your ability to see the efforts made and the talents that have underpinned them.
Article written by The ReKrute.com team
How to retain them in 6 lessons…?
1/ Know how to become the partner instead of the boss.
For this new generation of employees, the boss is no longer really the manager but rather the partner, or even the mentor, the one who supports, encourages and gives the desire to surpass oneself, to be better, to be at the maximum of one's potential and abilities. Be the one who follows them personally, who validates, confirms (or denies and disapproves), encourages and motivates.
What is the ideal manager profile for Ys?
• He listens and intervenes.
• He knows. But with respect.
• He is open and flexible, but not easily influenced or too malleable.
• He is organized, balanced, reliable and firm.
• He is creative, innovative and values teamwork.
• He is demanding but appreciative.
• He is fair.
2/ Respect the young talents' room for action.
Allowing these young lions to develop their potential by offering them a real room for maneuver will always be well perceived. And their recognition will not be long in coming. Leaving latitude, respecting their need for autonomy and independence will prove to be the best source of motivation for them.
3/ Be crystal clear.
Knowing how to be clear, concise, precise, presenting one's expectations and objectives in a frank and open manner, that is what the young generation expects from a leader.
So don't hesitate to:
• Organize frequent meetings and openly express and explain your wishes.
• Transmit factual, concrete and concise information.
• Set up periods and places for exchanges (example: seminars, themed weeks…) to answer employees' questions.
• Create a "suggestion box" for them to express themselves and make suggestions.
4/ Create a sense of belonging.
Young talents are quite idealistic, they need to be connected with partners who are like them: committed. So be able to let them feel that other people are working in the same direction and defending the same values, the same professional cause.
The company must present itself as a place that fosters links with and between employees.
5/ Offer future prospects.
The manager must encourage his young employees to be aware of their training needs and lead them to improve. It is necessary that they are also able to know their organizational career objectives.
Finally, it will probably be very beneficial to ask those concerned to justify the return on investment of the use of their career development account.
6/ Show recognition
Don't be one of those managers who don't know how to thank and/or recognize talent and successes. They won't forgive you for it. Indeed, lack of recognition is one of the main criticisms leveled at leaders by their young employees. Remember to send regular feedback and clear signs of recognition that highlight your ability to see the efforts made and the talents that have underpinned them.
Article written by The ReKrute.com team
