1. This is the best way of making them feel cared and goes a long way in inspiring and motivating them to do better and better.In organisations interest company need to invest in their people.Some might say if we invest and they leave,but I say if we don’t invest and they decide to stay?

  2. Take a long hard look at the research that shows the confusion between age effects and cohort effects that lies behind one of the biggest HR hoaxes of the last two decades… the generation complex. It’s been good coin for the conferencing and consulting industry I guess. “Look how fine the stitching and the quality of the cloth, can you see the detail of the trim, how well Your Majesty’s new clothes look. Aren’t they becoming!” He heard on all sides, “That pattern, so perfect! Those colors, so suitable! It is a magnificent outfit.”

    • Crispin, ONE-HUNDRED PERCENT AGREEMENT. No more to say. Well done.

      • Thank you Tom

    • I think Millenials are the metaphor for “everybody.”

      Let’s say it is probable that an age group can be the biggest one in the business world at any one time, therefore they are influential. So be it, the biggest group is millennials.

      However there is no age group that is not following that lead. So why not have a target market (millennials) then apply the thinking, which is long overdo, across the board?

      Thank you, millennials!

      • But ChavahG that’s not how people are using the term. They are making broad generalizations based on unqualified assumptions about age cohorts. This is inaccurate, stereotypical nonsense And I don’t think excusing it away is good science.

        • Right, Crispin, I agree that excusing anything away is not good science.

          I believe good science to be:
          1) if something needs to be changed, begin changing it.
          2) Outcomes occur sooner by action than by writing or constantly showing disfavor.

          So thanks to your comment, I am going to put more effort on seeing and bringing out the strengths of everyone, as well as mentioning what I see when someone is acting in a way that is not working that well. Also I hope I will do well accepting the same back.

          Regarding millennials, they are included in “everyone”, however I want to focus on them a little extra, first of all, because I have been assigned to do so at work, and second, because they constitute a large and present population at the moment.

          • ChavahG, do you know the story of the Emperor’s new clothes? The generational story is a red herring. The key elements of employee engagement are independent of age effects and cohort effects. People regardless of age want meaningful answers to three questions:
            1. What is the big picture, the end game, White are we trying to do here?
            2. What is my part, how to I contribute to this big picture and how do I add value to that contribution?
            3. Who will tell me how I’m going and when?
            Providing meaningful answers to these questions take a lot of other issues of the table. The one concession I would give to younger generations is their preference for more regular feedback. This is less an age effect as a cohort effect. Technology not age has created the expectation of instant gratification for information access.

  3. Back to the question… consider self directed learning for everyone.

  4. I am in full support, Crispin. This age generational thing has been hyped to such an extend it has driven a wedge between people. How many resort to online social learning?. You can have all the blended platform and technology, but if it doesn’t lead to engagement, improvement, growth and job satisfaction, then has self-learning taken place? “When the student is ready, the teacher will appear” – Buddhist philosophy.

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