7 Steps for Returning to Your Office After COVID-19

Courtney Shipshock June 25, 2020

After months of getting accustomed to remote working, many companies are now beginning to consider how they will return to the office, while still keeping their workforce safe and healthy. We outlined 7 basic steps to take that can help you develop a plan for a post-COVID-19 workplace.

1. Create a Team

Getting started on a plan of attack? To understand the needs of your employees, you should enlist the help of those who know them best! Start a team that includes leadership, as well as employees from your human resources, technology, legal, and operations departments. Include employees from other departments as well. They can offer fresh insight into the general concerns and needs of employees planning to return to the office. This team will be instrumental in developing the guidelines and policies you put in place for your office’s return—but more on that in step 3!

2. Ensure a Safe and Clean Office to Return To

As we all know, hygiene is a top priority as we consider how to return to the office. Make sure there are no concerns about your office’s initial cleanliness. Bring in a professional team of cleaners who know the best way to rid your office of the germs left there and armed with the right tools to do so. If you have cleaners regularly come to your workplace, it might be prudent to increase the cadence of their cleaning, as well as which areas they’re focusing on. For example, regularly disinfect individual employees’ desks, as well as common areas employees congregate in for lunch, breaks, or meetings. To learn more about properly cleaning and disinfecting your workplace, check out these recommendations by the CDC.

3. Develop and Enforce Strict Hygiene Standards

So, your office is sparkling clean, and you’ve got a team brainstorming methods for helping employees return to the office. It’’s time to start thinking about what rules you want to create and enforce. This may vary from workplace to workplace. However, guidelines like washing hands properly, using hand sanitizer, taking employees’ temperatures daily and logging them, creating a flow for moving throughout the office, and adding distance between employees’ workstations are great places to start. Communicate with managers that they should practice these guidelines well, to act as an example for others. Be sure to communicate the rules your team creates often and in multiple places. A slack channel, intranet forum, or the like dedicated to returning to the office, signage on the walls of common areas and employee restrooms, and a company-wide email that compiles all of the new practices are the perfect way to kick off communications.

4. Update Your Handbook and Other Documented Policies

After your team finalizes and implements the rules adhering to your office’s new hygiene standards, be sure you document it properly by updating your handbook, as well as any other documentation where important policies are kept. This way, both HR and employees have a point of reference for the new guidelines. This makes it easier to uphold and follow them. When updating these, consider a response plan for employees who suspect they have or have come into contact with someone who has had COVID-19, as well as the possibility of changing your sick leave and your remote working policy, either temporarily or permanently, to account for those employees. Once you update, communicate it with employees and encourage them to read through the new policies carefully!

5. Seek Out Ways to Keep Up Employee Morale and Company Culture

Amidst all of your planning and preparations for returning to your office, it’s important you keep in mind employee morale and your company’s culture, two things that are vital to a satisfied workforce. You may not be able to carry on with your normal team outings or weekly happy hours. However, there are still ways to incorporate employee morale and culture into your return! For example, offer a service (or a discount for one!) that provides employees who struggled during quarantine mental health support. Encourage employees to stay social with their coworkers, albeit from a small distance. Continue to host virtual hangouts or happy hours if you were doing so during quarantine. Additionally, offering recognition for employees’ hard work is a known way to improve morale, and monetary recognition can be especially helpful for those employees who were financially impacted by the pandemic.

6. Continue Monitoring and Approving

You know what they say: “Rome wasn’t built in a day.” This holds true for your plans to return to the office as well! Understand that you’ll never be fully finished in refining the guidelines you put into place for your employees as they transition once again, this time from remote working to being back in their workplace. Create a forum or another type of space for employees to offer feedback. They can report on how they feel the return has gone so far and ideas for improvement and enhancement. Your employees are the ones most impacted by the rules you and your team have created, so it’s crucial that you listen to their responses and work to incorporate them into your new workplace practices.

7. Be Flexible!

This last step is less of a step and more of an attitude that you should always display throughout the course of the return to your workplace. Flexibility will be key in these next few months as you work with employees who may not feel comfortable returning to work this early, who may have conditions that prevent them from doing so, or ones who are excited to return but have responsibilities like childcare or older family members to address. Offer options like flexible hours or help with childcare, transportation, and other hindrances that keep employees from returning to work.

Returning to the workplace will be no easy task! However, by following these simple steps, you’ll ensure you’ve created a safe and healthy workplace to return to for employees.

What Culture Is (and Isn’t)

Katie Williamson August 7, 2018

We throw the word around a lot but many of us don’t really spend time thinking about what company culture really means. You may think of unlimited vacation days, ping pong tables, outings with coworkers, or fun office events. These things may be a part of your culture, but is that all there is to it? What makes a company culture good or bad? How do we define what culture is (and isn’t)?

Culture Is… the Feeling Before Work in the Morning

We all get the Sunday Scaries so we’re not talking about a total escape from the actual work aspect of your job. But, the way you feel before work in the morning does speak a lot to your company culture. Do you dread seeing people when you get to the office? Are you overwhelmed with pressure from your boss? A great company culture knows how to motivate you to be your best and gives you work that challenges you in the right ways. It means waking up in the morning with an excitement for what lies ahead and anticipation for your future at the company.

Culture Isn’t… All Play and No Work

Sure, ping pong tables and beer on tap are great and can be a piece of your culture, but they aren’t the true meat behind what makes a company a great place to work. Perhaps you notice that more people seem to be extending their lunches but the number of new projects is slowly dwindling. If that’s the case, you might be in danger of having a sinking culture. What started off as an opportunity to motivate employees has become a distraction and there may be something deeper going on beyond the surface. Maybe these perks are nothing more than workplace traps.

Culture Is… Freedom to Express Ideas and Concerns

True company culture values transparency and honesty in the workplace. You should have open forums to discuss ideas and opportunities to ensure employees are heard. Great company cultures don’t pretend like everything is going well when it isn’t. Great cultures embrace the challenges and find ways to create solutions. They know how to include employees in solving problems and moving the business forward.

Culture Isn’t… Meaningless Perks

There are some crazy perks out there. From breast milk shipping to helicopter rides, not all perks are created equal. That’s why it’s important to provide benefits and perks that will apply to every employee. Culture doesn’t mean adding to your long list of (unused and unwanted) company perks. Provide perks that matter to everyone. Because 48% of employees are worried about their current financial state, providing an employee discount program that puts cash back in your employees’ pockets is a great way to add perks that make an impact for any employee.

Culture Is… Saying Thank You

One of the best ways to create a great company culture is by saying two little words: thank you. In fact, 80% of employees said they are more motivated to stay at a job longer and work harder when they receive appreciation for their work. Cultures with built-in recognition programs know how to reward employees the right way.

How would you define culture and what makes your company culture great?

Motivating the Unmotivated

Katie Williamson September 14, 2017

An article was posted a few days ago that posed the question: “Can You Teach Work Ethic?”. Whether you are a Talent Management Director, a Human Resources Manager, a CEO, or just starting out in your career, you’ve probably come across employees who lack that special something.

Call it work ethic, gumption, motivation, or engagement. There are plenty of words to describe that characteristic that makes good employees, well… good.

motivating unmotivated employees

So is it possible to instill work ethic in the unmotivated? Is it a question of engagement or is it intrinsic?

Here are a few ways you can motivate even the most unmotivated of employees:

Talk it Out

First things first, you might need to get to the root of the problem. There could be many reasons why an employee is not putting their best foot forward: personal reasons, boredom, unclear expectations, etc. Schedule time to chat with the employee and keep an open mind about what they may be experiencing. Maybe they need more work on their plate or maybe they need a vacation. Figure out what they need from you and see how you can make that happen.

Empower Them Through Goal-Setting

After your conversation, make a plan for you and your employee. Set goals that help your employee feel empowered, not micro-managed. You can do this by making the goals a discussion, not a demand. By empowering them to take ownership of these expectations, they are more likely to stay motivated to follow-through.

Give Them Freedom to Make Mistakes

A lot of employees don’t take initiative because they’re afraid of failure. When setting goals, make sure they’re aware that the expectation is not perfection, but completion. As they work to complete a project or achieve a goal, ask questions along the way that let them know you’re in it together. Mistakes are inevitable and while you don’t want to encourage sloppy work, it’s important to create a forgiving environment for employees to take chances and risk failure.

Rinse and Repeat

Keep in mind that engaging employees should be an ongoing process, not a once a year thing. Schedule a monthly touch-base. Walk around the block for five minutes to get out of the office and help your employee feel comfortable opening up about where they’re struggling. Take this opportunity to point out where they succeeded and where they could improve. For particularly troublesome employees, let them know your expectations for the future if they continue to fall short.

Keeping unmotivated employees engaged is not easy, but it’s essential to cultivating the work culture we all desire. Follow these steps and if you don’t see improvement, it may be an issue of poor culture fit or the wrong position. Again, ask questions to get to the root of the issue. In the end, you’re after what’s best for the company and for the employee and sticking around when they’re unhappy isn’t good for either.

Comparison is the Thief of Joy

Katie Williamson September 7, 2017

I was chatting with a couple of friends the other day and each were sharing their unique experiences at work. There was one thing they each shared, however, which was their struggle with comparison. Each of the girls have just started new positions in the last year and as they strive to prove themselves at work, the natural tendency to compare themselves and their work to those around them has slowly creeped in.

But they are not alone in their experiences. Social comparison is so common that there is even a theory based around its effects.

stop comparing yourself

Whether you’re starting a new career or you’re a veteran in your role, here are a few ways comparison can rob us of joy and how you can counteract these feelings:

Comparisons do not show the full picture.

You might have heard the expression “You have the same number of hours in the day as Beyonce”. While true and motivating, Beyonce was also blessed with opportunities that many of us will never have. Comparing yourself to others is unfair because we each have unique backgrounds, skills, and passions.

Gratitude reveals the whole story.

Instead of comparison, consider ways you can be grateful instead. Make a list every day of five things you are thankful for. Whenever you start comparing yourself to others, reach for the list and remember that what you have experienced serves to make you the person that you are and put you on a career path that’s uniquely yours.

Comparisons put the focus on the wrong person.

“He’s so smart.” “She’s so successful.” “His life is perfect.” Notice the subject of these sentences is not YOU. Comparisons have the power to put your focus on other people instead of on your own accomplishments.

Pride redefines the meaning of success.

Instead of focusing on what other people achieved, consider your own successes. It can be as small as finishing a report to larger achievements like a promotion or a raise. No matter how insignificant, tracking our achievements can be a great way to put the focus back on ourselves and our goals.

Comparisons build resentment.

One of the most harmful effects of social comparison is the resentment that can build over time. We can not only become bitter about our own shortcomings, but also resent others’ success, harming our relationships and creating walls between us.

Humility brings happiness.

This is probably the most difficult to achieve, but when we turn comparison into admiration, the results can be extremely beneficial. Instead of harboring feelings of jealousy, ask questions of the people you respect. Determine how they got to the place that you admire. You may find that things are not quite as simple as they appear, or find ways to reach your own goals that you might not have thought of before. It might not be easy to put away those jealous feelings, but in the end, you’ll build stronger relationships and learn a lot along the way.

“A flower does not think of competing with the flower next to it, it just blooms.” Don’t think about what the other flowers are doing… just bloom.

Is Your Office Culture Too Cliquish?

Katie Williamson August 10, 2017

You’ve heard it before: office friendships can make a big difference when it comes to employee happiness and engagement. But what happens when friendships turn into cliques?

On Ask a Manager, an HR blog/advice column, a reader writes about her experience with a former employee who didn’t seem to meet this manager’s understanding of a “culture fit”. The employee eventually left the department due to cultural problems and overall what she described as a very exclusive environment, including Snapchat silos, brewery trips, and inappropriate relationships. The manager blamed the employee’s lack of belonging on not being a good fit for the team, but it seemed that she was prioritizing social connections over professionalism and inclusivity. In fact, Ask a Manager posted an update just last week stating the manager had been fired for bullying (mocking the former employee on SnapChat) and not meeting the company code of conduct. Definitely a case of culture fit gone wrong.

We’ve explored this misunderstanding of “culture fit” before and came to the conclusion that HR should just remove those two words from their vocabulary. Too often and too easily we fall into the trap of hiring people who talk like us, think like us, and even dress like us. But what about diversity and inclusion? And how do we prevent “cliques” from happening… or should we?

Here’s what we’ve learned:

1. Friendships can, will, and should happen naturally. There was one thing this manager actually managed to do well and that was encourage friendships within the office. Embrace the natural connections that happen within the office as long as they are not occurring at the expense of other employees or crossing any lines.

2. Friendships are never mandatory. The biggest mistake this manager made was thinking that friendships were a necessary part of the office life. While friendliness is obligatory, friendship is not, and these are not the same thing. Some personalities prefer to come to work, do their job, and leave. Just like you wouldn’t force a friendship in other walks of life, don’t do it in the workplace.

3. Friendships, unfortunately, will exclude someone. We aren’t in third grade anymore where it’s mandatory to invite the entire class to attend your birthday party. Friendships, by nature, will exclude certain people. The important thing to note here is that you are considerate to those outside your circle by keeping inside jokes to a minimum and outside plans, well… outside. Your friendship can’t take priority over someone else’s feelings inside the workplace. Managers, pay attention to isolated employees. Make sure they’re choosing not to participate versus feeling excluded.

Are there other ways you can keep your culture from becoming “cliquey”?

Horrible Bosses

Katie Williamson July 13, 2017

If you’ve been in the working world for some time, you’ve probably experienced the pains of a horrible boss. Poor listening skills, arrogance and just plain rudeness generally characterize these Michael Scott rivals. But whether this is a current reality for you or you are fortunate enough to have moved past that situation, there are many things we can learn from these horrible bosses.

The Micromanager

For some bosses, “control freak” doesn’t even begin to explain the horrors of their management style. If you’ve ever experienced micromanagement, you know that it can be frustrating and leave you wondering why they even hired you in the first place. The lack of trust and need for control isn’t doing anyone any favors. But if there is one thing we can learn from the micromanagers of the world, it’s attention to detail. While it may seem obnoxious in the moment, and definitely is not an approach we would condone, you can still find ways to benefit from this not-so-pleasant experience. Micromanagers often help us think through all the details that can take a report, spreadsheet, or article from good to great. You never know, attention to detail may be the key to landing that big client or getting your long sought after promotion.

The Constant Critic

Remember that famous line from Bambi? “If you can’t say something nice, don’t say anything at all!” Maybe you have experienced a manager who could have benefited from this piece of advice. Unfortunately, sometimes the easiest thing we can learn from bad bosses is what NOT to do. Regardless of whether you’re in management or not, we could all be better at encouraging others. Before you think about criticizing a coworker’s work, find something positive to say as well. While there are still benefits to constructive criticism, if the negatives tend to outweigh the positives, it might be time to reevaluate your approach.

The Bad Listener

There’s quite possibly nothing more disheartening, not to mention annoying, than a boss who simply doesn’t listen. But great bosses know the importance of listening, before speaking. Learning to listen is a skill that’s often overlooked. But, it can make a major difference in your professional and personal life. Michael Taft for the Huffington Post says “Learning to listen means learning to actually pay attention to — to concentrate on — what other people are saying. Listening to their words as if listening to a favorite song, with your mind focused on what they are saying and what it means.”

In a world full of social media distractions and iPhone obsessions, it is refreshing to be around someone who looks you in the eye and repeats back what you say. Take what you experience from having a boss that doesn’t listen and be more sympathetic and understanding, not just hearing but actually listening to what others are trying to tell you.

Have you ever had a horrible boss? What was your experience like? What did you learn? Tell us in the comments!

Working with Seasonal Affective Disorder

Katie Williamson February 9, 2017

It’s officially February. Which means, most of us are officially OVER winter. Seasonal affective disorder (SAD) is real and it affects workers all over the U.S.. In fact, one Chicago teacher filed a discrimination lawsuit against her school district in 2009 when they refused to accommodate her Seasonal Affective Disorder.

When temps are below freezing, most of us want to stay in the comfort of our own home with a hot cup of coffee, which makes going to work not so fun.

If the season’s got you down, here are a few ways to fight back against SAD this winter.

Exercise

There is arguably nothing better for your mental health than exercise. When the winter blues kick in, hit the gym or take a yoga class. The Anxiety and Depression Association of America has found that people who regularly exercise have lower levels of tension, more stable moods, and even sleep better. Plus, you might even shed a few pounds while you’re at it. Win-win.

Invite Distractions

One of the best ways to combat SAD is to stay busy. Make plans with friends to work out or grab dinner after work. By having something to look forward to, you’ll distract your brain from thinking about the winter weather and focus on all the fun you’re having. Plus, plans with friends mean you have someone holding you accountable to get up and get out of your sweatpants.

Upgrade Your Environment

If your work space feels a little drab, consider ways to liven it up. Add some greenery to your space or pick up a light box to revamp your work environment. Planning a vacation? Print out pictures to keep you motivated and remind you that these few months are only temporary.

Consult a Professional

While these hacks might work for most, if you find your symptoms aren’t going away, it could be time to speak with a professional. In fact, one in five Americans suffer from some form of mental illness. Even more surprising? Less than half of these are actually seeking help for their condition. No matter how mild your depression may seem, if it isn’t showing signs of fading, consider speaking with someone so you can get back to being your best self.

Are you finding ways to fight SAD this year? Tell us about it in the comments or subscribe for more insights!

Transparency, Inclusion & The Executive Team

Katie Williamson January 19, 2017

Right after college, I stepped into a role at an international company with thousands of employees. Given the size of the company and its various locations, there was a major divide between the executives and the entry-level employees like myself. In fact, the CEO was someone I had only seen from a distance in a boardroom with other executives.

Coming to PerkSpot, the interaction between the executive team and other employees is drastically different than what I had previously experienced. Transparency is a value we promote and work to make a part of our culture and it was evident from day one. At PerkSpot the CEO is no longer this distant figure, but someone who knows each of us on a personal level. The Executive team is not a group that spends time in secret meetings behind closed doors, but who gathers input from employees in order to make informed and inclusive high-level decisions. Transparency is part of our everyday life here, and it makes all the difference.

After experiencing the difference transparency makes, I know firsthand how important it can be. But, this isn’t unique to my personal experiences. In a 2014 report by the American Psychological Association, one out of three employees stated that their employer was not always honest and truthful with them. The need for transparency is obvious.

Here are a few reasons why transparency should become a part of every culture:

Transparency Solves Problems

Whether your company is undergoing a major change or looking to improve performance, transparency can help you solve problems faster. Transparency around the issues you face help employees learn to trust their leadership and gain ownership in solving problems. Forming a more inclusive culture brings a fresh approach and a new set of eyes. Therefore, leaders solve the problem faster than if they had just kept the facts among executives.

Transparency Makes Things Personal

Nothing brings people closer together than solving problems. As the world becomes more interconnected through digital media, this is becoming increasingly more important. Employees want leaders who will connect with them beyond the professional and into the personal. By providing opportunities for executives to interact with other members of the organization, relationships can form authentically.

Transparency Improves Culture

A 2016 survey of more than 1,200 employees, managers and executives discussed a major chasm in company culture. It discovered the more seniority a person has in an organization, the more positively they viewed company culture. This proves how vital it is that the various levels within the organization are interacting. It’s important not only to uncover any negative feelings the employees may be harboring, but to also reveal the positive outlooks senior management may have due to a greater access of information.

As Generation Z enters the workforce this year, transparency is becoming all the more important. Whether you’re the CEO, a manager, or an intern, find ways to be more transparent about the problems you’re facing.

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Wellness Initiatives for Every Company

Katie Williamson January 5, 2017

It should be no surprise that among the top trends in human resources is improved wellness programs. An increased desire for a healthy lifestyle and more involvement from upper management has put wellness at the forefront of the human resources department.

Needless to say, we have work to do. In fact, the Flex + Strategy Group blog noted that 25% of employees do not have the option of a wellness/wellbeing program at their workplace. However, 20% said that although they do not participate in a corporate wellness program (either for lack of interest or opportunity), they still pursue wellness programs on their own. Evidence that there are either not enough or not appropriate opportunities available in the workplace. This paves the way for needed improvement.

Here are a few ways we see wellness programs advancing in the upcoming year:

Competition vs. Rewards for Wellness Initiatives

With the EEOC’s Final Rule on Employer Wellness Programs, we expect to see a decrease in the number of financial incentives for wellness programs and a trend towards more friendly competition in the workplace. 91% of employees said they would engage in healthier behaviors if they were rewarded, according to a survey from Welltok, which proves there is still a need to incentivize behavior. But with the rise in wearables and other technology, we can anticipate more Fitbit challenges and competitions in our future.

A Focus on Mental Health

Mental and behavioral health conditions cost employers around $104 billion each year, while only 41% of employees say their employer helps them meet mental health needs. As wellness programs become more holistic, we find a trend towards more engagement in the mental health realm. Helping employees take control of their mental health not only improves retention but productivity as well. Whether it’s implementing more mindfulness practices or on-site counseling, there are many opportunities for employers to engage employees in this way.

Highlighting Financial Wellness

Many employers made the headlines last year for offering student loan repayment and tuition assistance. However, this is not financially viable for all companies. However, we do anticipate more education being provided around financial wellness for employees. According to Aon Hewitt, nearly 89% of employers plan on implementing tools to expand their financial health focus. The main reason? “To increase employee engagement”. From budgeting classes to debt management, expect to see more financial education in the workplace this year.

How is your company improving wellness this year? What new programs are you implementing?

Q&A with a Millennial Manager

Katie Williamson September 1, 2016

There is a lot of information out there about millennials. From hopes and dreams to workplace perks, everyone is trying to figure out what makes them tick. But are we analyzing this group accurately? Generally, we imagine an older manager surrounded by an office of disgruntled young professionals. The fictitious manager often struggles with decisions like signing off on work-from-home policies and catering pizza parties for the office.

But is this reality?

As millennials become the largest population in the workplace, they are also filling a significant amount of managerial roles. This change brings a new dynamic to the workplace: The Millennial Manager.

To truly dive into this topic, we interviewed Michael DeRose, Staffing and Compensation Manager at the Michigan Department of Transportation. Throughout his decade of experience, Michael has insight not only as a Millennial Manager but an HR expert as well.

We asked him to share his thoughts on life as a Millennial Manager in a world of baby boomers.

Here’s what he had to say:

Tell me a little bit about yourself!

Currently, I am the Staffing & Compensation Manager for the Michigan Department of Transportation. I worked in state government for just over 10 years after obtaining a Bachelor’s Degree in Interdisciplinary Studies from Michigan State University and a Master’s Degree in Public Administration from Western Michigan University.

When did you reach management level? Was it challenging to “prove” yourself as a millennial?

I became a manager about 2 ½ years ago, after working in various HR roles for the State of Michigan for about 8 years. Thankfully, I am lucky to be surrounded by incredible direct reports and colleagues within my office but I certainly felt, and continue to feel, a pressure to prove myself. I am the youngest member of just about any meeting of organizational leaders. Whether feeling the need to prove myself is perception or reality is tough to discern, but I certainly feel like I have more to prove than colleagues that are 10, 20, or 30 years my senior.

What frustrates you about fellow millennials?

Feelings of entitlement are frustrating to me. This is not exclusive to millennials but I often speak with millennials that are frustrated about not getting a job, not getting a raise, etc. Millennials are an instant gratification generation. We can click a few buttons on our phone and have a new television delivered in 2 days, we bank from home and on the go, find answers in the blink of an eye, and connect with complete strangers in a matter of seconds online. I think some Millennials struggle when things aren’t granted to them immediately. That is probably my biggest frustration, especially working in a very large organization.

How do you measure performance as a manager?

For me, measurement is two-fold. I rely heavily on ongoing feedback from my staff and our customers. I find this to be important and I think it helps to have a general understanding of how things are going. Additionally, I try to utilize metrics as much as possible. I want to have data to back up the feedback that I receive. For example, I trust when my staff tells me it has been a busy year. However, I run a report of all application activity for the department at the end of each year. Not only is the data useful for determining inefficiencies and process improvements, it provides a great starting point for more discussion with staff.

What are some strengths you feel you bring to the table as a Millennial in management?

I think being a millennial allows me to see possibilities for significant, and rapid, growth. Millennials have come of age in an era where the Internet transformed the world. I think this backdrop allows me to feel that significant and rapid change is achievable. Additionally, I think I have strengths in the ability to understand and utilize technology to solve problems and create efficiencies. I’m no technology expert. However, I have a good enough understanding to know what may or may not be possible if the technology experts are brought in.

What is one common misconception you think millennial managers get?

One misconception that I think millennial managers get is that we aren’t solely focused on technology “because we are Millennials.” I think Millennials, at least I know this is the case for me, are just as uncomfortable with an archaic paper process as baby boomers are with newer technologies. In other words, we’re not just trying to use technology to “try something new”. We just feel more comfortable with the efficiency and convenience that technology provides.

What is one thing you wish Baby Boomers (coworkers or superiors) knew about you?

I hope my coworkers and superiors know that I value loyalty. The idea of a 30-year career with a pension and a gold watch ceremony upon retirement is appealing to me. That is simply not the work world I entered into. Millennials may want different things (I.e. Flexibility, career changes, etc.) but we are also presented with significantly different options than our predecessors. The removal of the pension (in most cases) is huge.

What are the weaknesses of being a millennial manager?

I think my greatest weakness related to being a millennial is understanding co-workers from other generations. It can be difficult to explain how a computer document is more efficient than paper documents. For example, when the individuals I’m explaining it to may have a strong comfort level with a paper process. I think it’s important to try to understand everyone’s view and communicate accordingly.

What trends do you see emerging in millennial management?

I think the biggest trend is that Millennials now make up the largest group in the country! Before we know it, millennials will make up a large majority of the workforce. Many of the generational differences will be between millennials and Generation Z, instead of with Generation X or baby boomers. It will be interesting to see how typical millennial traits change as millennials settle down, start families, and more closely align with previous generations, albeit at a later age.

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