December 2, 2021

7 Ways To Ruin a New Employee by Jeff Haden on BNET

Great article on BNET by Jeff Haden on seven ways you can set the wrong course, and in the process ruin a new employee:

1. Welcome them to the family. Strong interpersonal relationships, positive working relationships, friendships… all those come later, if ever.  You hire an employee to work, not build relationships.  Be polite, courteous, and friendly, but stay focused on the fact the employee was hired to perform a job, and jobs involve work.  Let new employees earn their way into the “family” through hard work and achievement.

Read the other 6 ways here on BNET.

Jeff Haden has a variety of great articles.  Check them out here.

Enhanced by Zemanta

Jones Soda Provides Quirky Insight Into Attracting Gen Y

Here is my take on how Jones Soda can teach us a few things about how to attract millennials:

Jones Soda Provides Quirky Insight Into Attracting Gen Y

From my blog on

Recruiting Today: What Are You Promising Top Job Candidates

Interesting blog post by Tammy Erickson, discussion leader for Harvard Business Review.

Recruiting Today: What Are You Promising Top Job Candidates .

Obama Reveals the Secret to Attracting the Net Generation on ERE Blog Network

For those of you who don’t know, I am also blogging for ERE Blog Network.

Check out my post today: Obama Reveals the Secret to Attracting the Net Generation ..

The World Has Changed and It’s Not Turning Back: DK of

“The world has changed, and it’s not turning back.”
~DK of MediaSnackers

The “new media” — Internet, mobile technology, interactive television — has redefined mass communication. While older generations are trying to learn, adapt, and basically keep up with youth in this area, Gen Y’ers are taking to all these formats seamlessly. Blogging, podcasts, and vodcasts (video blogs) are supplanting traditional channels. The speed with which these messages are delivered feeds right into the Gen Y desire for instant gratification.

But with all these advances happening overnight, training in the technology has become a must. MediaSnackers, a UK based company dedicated to helping organizations work with young people to generate new strategies and operations in social media, has risen to the challenge, incorporating the “quick bits” learning and processing style of Gen Y.  The company works with young people to train them to use the new media, as well as instilling a sense of responsibility about the global impact of their efforts.

The company’s founder is as unique as the organization itself. DK — that’s his entire moniker — knows how Gen Y’ers learn, what they expect from technology, and how the new media unleashes their creativity. The colorful UK native works within the gap between the Gen Y’ers, who are embracing this technology at the speed of sound, and their confused managers, who are still stumbling with new media.

We had the privelege last year to interview DK of MediaSnackers for The Gen Y Project (Check out their impressive 2008 pro bono project here). DK has very generously opted to not have his chapter appear in our book but to be given away as a bonus chapter to help each of you in supporting Generation Y in their development in the future.

Download the bonus chapter featuring DK of MediaSnackers here.  This is a great chapter, so thank-you DK!

Listen to the interview with DK for The Gen Y Project:

If you enjoyed this interview with DK, you are going to love the book Millennial Leaders.  Pick up a copy today through .

Recruiting Gen Y

Over the last month, I have had 22 phone calls from business leaders asking the question:

“Do you speak to organizations on how to recruit and retain Gen Y”?

I do indeed speak on this subject, and I want to start by posting some basic information.
News Image

As I hear this question, I often respond by talking about the article recently published by the Great Places to Work institute on Google.  I am then met with the response which says “Well, we don’t compete with Google”.  This mindset has to change if you are going to start competing in the war on talent.

You see, simply because you are a 10 person mortgage, insurance or temporary agency does not mean that you are not competing with Google.  The goal here is to look at what some of the larger organizations like Google and McKenzie are doing in order to attract the best and brightest young talent coming into the work scene.

Here are a few thoughts to consider in answering the recruiting/retention quandry (or as I call it an opportunity for your company to advance):

1) Recruits are looking to be tomorrow’s leaders. Provide them with opportunities to advance and move globally will be a means to that end.

2) Recruits want to know that your company is aligned as a team around the company’s vision and mission. The worst thing you can do in a job interview with a young recruit is to bad-mouth or roll your eyes about a fellow employee.

3) Young recruits want to know that you know about them , their lives and their roots. One of the best steps you can take as a company recruiting a young, talented Gen Y leader is to educate yourself about their college, their college sports team, their hometown, their interest, all the while adding in names of people you know who they know into the interview process (commonality is always attractive).

4) Young recruits want to know there is room for advancement in the company with the perks that go along with it. They also want to know what steps they will have to take to get there.

5) Drop the “you have to pay your dues” conversation and the “Gen Y is entitled” mindset. Talk with them about their aspirations in life, where they are going and how you can help them get there.

More to come on this subject.