Hiring, Training & Recognition Of Your Humans [Part I]

I know there is a lot of talk about Millennials (more now as they are the major force in the marketplace), Boomers, Generation X and every other classification demographers can come up with.  There are currently 5 (Yes – FIVE) generations in the current workforce.

  • Gen, aka Generation Z: born 1996 and after
  • Millennials: born 1977-1995
  • Generation X: born 1965-1976
  • Baby Boomers: born 1946-1964
  • Traditionalists: born 1945 & before
    (Credit:  genhq.com)

But let’s spend a few minutes on Humans and Human Nature.

I will make some assertions (what I believe):

  • The Generational Classifications are a result of what people have experienced during their formative years – not some radical shift in genetics or human behavior, or even moral compasses.
  • Everyone wants to do a good job and not be mediocre within a quality organization

If you agree, then the goal is to set very clear and granularly explicit expectations on what a “job well done looks like”.  We often make assumptions on Great Customer Services; Immaculate Cleanliness; Profit Optimization; Expense Control; etc … But we don’t dive deep on what these things truly mean within our organizations, how to do them and what the outcome/results look like.  We sometimes (many times), still leave too much to chance on the interpretation of organizational objectives with the new associate/team member (or even more senior team members).

So how do you approach this challenge:  We need to share what great service looks like; share what immaculate cleanliness looks like; share how to create new profit centers; share how to rethink expense control.  We shouldn’t mandate or dictate something without teaching/mentoring it.

Reproduced thanks to the kind generosity of Norm & Justin Cates at Club Insider

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1 Comments

  1. Bill McBride on March 15, 2018 at 15:13

    Thank You JT and Mr. Norm Cates!