yet many gen y employees, raised to believe that hard skills matter most, often fall short on soft skills, especially workplace communications and a social sense of business. without going negative, managers can help new hires focus on improving their soft skills from the get-go, as part of their employee onboarding. “all of our entry-level people are assigned a career manager or mentor,” says patrick o’rourke , director of talent acquisition and development at swc technology partners in oak brook, ill. “they sit down together the first week of work. and then they meet every two weeks.” the soft skills gaps most likely to trip up millennials include written and oral communications, social skills (other than social media), an ability to engage and motivate, business etiquette and professionalism. “a number of critical skills truly make people stand out,” says mike fenlon, us and global talent leader for pricewaterhousecoopers. “pair new hires up with a good mentor, someone who has communications skills you want the millennial to embody,” says randall.
“students need to focus on what the audience is, and the purpose of the presentation,” says matthew randall, executive director of the center for professional excellence at york college of pennsylvania. some millennials naturally excel at working with a wide range of folks, even across cultures and time zones. both manager and millennial new hires will benefit if feedback is given in the moment and in small doses, when the stakes are mostly low, but the learning opportunity is large. call it too much information — call it oversharing — by any name, it’s a tendency of some millennials that can easily run out of bounds in the workplace. “there’s a skill to not revealing too much about yourself,” says randall. millennials of a certain learning style can benefit by approaching new communications tasks with the aid of well-crafted templates. to advance the soft skills of millennials, consider bringing in an expert, particularly when multigenerational management skills are required.
they’re still the annoying millennials you know and love… and raised! page 21. how were they raised? photo establish early and often the ground rules for your management relationship and how you are going to maintain a regular structured dialogue around expectations and performance. remember that today’s millennial workforce is used to the customization of everything. as millennials enter the workforce, some managers find themselves underwhelmed by the level of professionalism, how to find a professional mentor, professional mentorship, professional mentorship.
be aware of your professional dress. older attorneys, in particular, may have certain unspoken expectations as to office wear. learn what those expectations are. and as the saying goes, “don’t dress for the job you have; dress for the job you want.” if you want to be a partner, start dressing like one. super happy millennials just hanging out. shutterstock. several members i was so moved by this texas kindergarten teacher, ashley coston taylor. she makes her “littles” start their seventy-one percent of millennials who are likely to leave an every day and a devastating lack of professional development for the generation the solution for training millennials.,
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