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January/February 2016

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36 / JANUARY.FEBRUARY.2016 RINKMAGAZINE.COM I "Did you see what she wore to work today? What was she thinking? This is a corporation, not a club! How does he not know to bring a notebook and a pen to a meeting? Do I have to tell him everything? Did you know his mother called HR to find out when he would be getting a raise? Unbelievable!" IF YOU HAVE NEW HIRES FRESH OUT OF SCHOOL in your workplace, some of that may have a familiar ring. So what's happening? Are the new hires prompting those reactions? Are they bad hires? Probably not. Rather, the source of the surprises most likely has to do with training (or the lack of training) related to workplace expectations. Before you say "but they should know," don't waste your breath. Maybe they should know, but they don't. New hires are called new hires for a reason. They are freshly minted employees who don't know much about the workplace because most of them haven't been in it that long. Think about it: if the shoe were on the other foot, do you think you would flawlessly understand today's high-school or college social codes? Not likely. As someone with more experience than the people you hire, you have a responsibility to get them off to a good start. By consistently following three steps, you can short circuit many of the problems people encounter when they start working with new hires. Step 1: Understand something about them. Millennials as a generation are different from those who have come before them. More than a few still live at home and don't plan on leaving soon. Besides, if they borrowed money for school, they may already owe as much as what amounts to a mortgage. That doesn't mean they're clueless about life outside of the nest, but their circumstances are probably very different from yours at the same age. Assume nothing. Next, you must understand these people grew up surrounded by ever-present technology and in an era of instant answers. Sure, you may have had an Atari or Nintendo, but it's not the same thing. They have Google. They are used to being able to find information and find it quickly. Raised in an era of parents as friends and instant answers, many of these individuals have no problem questioning authority. In the workplace, you may see a new hire ask questions and interact with senior leaders in ways you don't expect. Maybe you already have. Longevity in an organization is another difference between this generation and others. Years ago, it was a major taboo to job jump or have gaps on a resume. These days, you will find that this generation will gladly take six months off to go hiking along the Appalachian Trail or volunteering somewhere overseas. Strangers to delayed gratification, they aren't saving those activities for retirement, and they don't expect to spend a lifetime with a company. Instead of Bridging the Generation Gap with New Hires PHOTOS: BIGSTOCKPHOTO.COM Three Steps for Getting the Most from Millennials | by KATE ZABRISKIE

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