Millennial Skippers

Getting a job today is quite different from years ago. Before, it is a tangible need for somebody to get a degree so that he can have a secured job, a consistent salary and a guaranteed retirement fund at the age of 60. It is one’s pride to have a bachelor’s degree and a license so that one can be called a professional. However, times have changed. Industries have taken such toll in developing their operations such that resources will be maximized and utilized at its paramount.

most executives, managers, supervisors and those coming from the upper hierarchical level, especially those who belong in the generation which places great importance on values, believe that giving weight to intangible attributes of an employee should out stand the output provided and performance in terms of numbers and volumes. They believe that character should be the most valuable thing in the workplace.

This is true. In fact, it is an incontestable reality that has withstood challenges in the business industry. However, times have changed. Workers today, especially millennials have different perspectives on how one should be given merit to. Millennials have a different outlook on what would make them esteem people, entities and positions. The difference on how those on the executive and managerial level as compared to those in the rank and file think somehow affects the operations in the workplace.

Millennials see merit as something that should be given to those who actually deserve it, those who have been outstanding through their outputs as well as the efforts extended. For a millennial to look up to you and see you as someone who should be respected and be awed at, you have to walk the talk. You have to do beyond what they are able to do.  If you are in a high position, you should have knowledge on how your rank and files do and be aware of what is actually happening in the operations. You should look into everybody and everybody means each employee that you hold, may that person be working at average, below average or exceptionally. And that you should not just look, observe and you’ve done your job already but you also look for ways where they grow, where they can improve, where their work is acknowledged and recognized.

This is the reason why most millennials have a limited time span for staying in any company. One year is enough for them. Two years of not being able to see any future at your workplace is quite a challenge at its best. Three years and beyond is already dragging and if you know any millennial who stays beyond that, retaining a rank and file position, then something must have been holding that person, something that is inevitable.  A millennial would know when he or she is given importance such that when you don’t, he would not think twice on jumping ships and takes another path towards a “greener pasture”, cliche as it is.

But the most dangerous thing that could happen to a skipper millennial is that he will always go back to being in a rank and file position, especially that the most number of years he has stayed in a company is only a year, or two perhaps. Supervisory and managerial level positions require that either you left your previous company at that level already or you have enough experience in a company such that you are an expert in your field of industry. And when one has experiences already, especially one where that person holds an important job or task, getting into an entry level is a big challenge. He may not see it as a significant part of accepting the job yet. But when he is already there, and realizing that he is totally replaceable and a lot of people can do his job, he will feel insignificant and worst unimportant.

He may do his best and excel in what he do, but at the end of the day it will all go back to that simple fact that his work is too easy, anybody can replace him and anyone can do his job, maybe even better than he can. Being recognized and acknowledged is very important and when one is neglected, it affects how he see his role in the company. It will affect how he produces output such that, at some point, some employees who are really good have the tendency to settle to being a mediocre because they wouldn’t be notice anyway. Nobody cares about what they do or how they are doing so far with their job.

This is why supervisors have that vital of supposedly looking into these things and consider them such that it shouldn’t be all about how much work could be done or if it can be done at all. Nor it shouldn’t be just about reaching a target or going beyond quota. Of course these things are important and should be the ultimate goal, but alongside, considering what your employees feel, where they are coming from, how much effort they’ve put into will also be helpful in improving operations and also its efficiency as well.

Maybe it’s not actually an issue any firm should really consider. There are enough workforce supply to last them a lifetime. Thousands are graduating from universities and colleges. Skills, mastery and familiarity are just a few that employees who have stayed in a company for quite some time have already but then, it may just take months for these things to be acquired, right?

Different views. Different perspectives. How any firm would weigh all of these aspects, balance and put them all into consideration is something that they should have thought well of.

In the end, it’s all about who needs what or whom the most. The Law of Supply and Demand. Firms who have more applicants than they can cater of has the option, has choices but it is the same with the employees or applicants as well who have offers waiting to be accepted or declined. Timing is everything. You really have to be sure of the choices that you would make and stand up for it as well.



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