The idea that to pursue your dreams means giving up everything that is dear to you is nonsense:
– Success does not necessarily mean leaving your present company – indeed, it may be to stay and grow and find fulfilment.
– Success does not necessarily mean anything to do with work or your career
– Success is yours – it is yours to own and no-one else has any right to tell you that your success is wrong, if you do not hurt, or damage, someone else.
Success is indeed very simple, for anything in your life:
– Know what you want to do, or where you want to be
– Know where you are now
– Know what you have to do, to get to where you want to go, or where you want to be
– And, do it!
Whatever you want in life, you have massive power and potential to make it happen, to bring it closer and there is no point having such huge potential, if you do nothing with it.
Your future is your choice, always. You, me, everyone can always choose what we do, how we act. And: whilst we may not be able to control other people, events around us and in the world, and things that happen to us, we can always control how we react.
Millennials want to be heard – it is that simple. Young people, especially in the UK, feel that the older generations do not understand them or listen to them. If you want to grow engagement within your organisation I suggest you try not to understand millennials but rather focus on listening and giving them a voice.
Millennials have many great ideas and opinions and it is my view that many ideas go to the graveyard because other generations don’t let the young people have a voice. When being listened to they expect your full focus as they don’t take kindly to being ignored so it becomes more paramount that you act on their voice.
For this to be successful – everything between a leader or older member of your team and the young person must be two-way. Ideas, opinions and final say must be communicated and discussed both ways. To initially encourage this, you may want to start two-way mentoring between a leader and a millennial.
If you’re a leader, I suggest when you’re looking to develop a millennial you do the following: Listen, watch & act.
To be a successful leader or coach: communication must be two ways. Two-way communication may occur horizontally or vertically in the organisation.
Leaders fear changing their message or admitting they’re wrong. These leaders are the losers – the ones who are watching the great leaders race past them. To be a great leader you must have strong communication skills – have a mind that is open to everything and attached to nothing. No one knows enough to have all the answers so you must shut up and listen. Listening means fully focusing on that person by listening to every word and making constant eye contact.
Two-way communication engages your partners by allowing instant feedback, seeking for clarification and interaction. It can help build trust, share ideas and promote increased comprehension of issues and concepts. You can understand your audience and how better to reach the people you are communicating with. This one change by listening and allowing your people to have a voice will be the start of a great culture providing better long-term results.
The final part to complete two-way communication is: you must act on everything that is said. You must not just delegate, you must leverage your control as an effective leader.
It’s the people who make a company successful. Your employees are the ones who interact with customers, so if your employees aren’t happy or engaged, they will not effectively sell the company to the customer. This is the main benefit to improving your relationship with your employees, but the second reason is another costly error. A recent Ernest & Young survey said 2.7 million employees leave their work place per month in the US alone because of a break down in the relationship with their boss.
Here are three ways to improve your relationships with your employees:
1. Truth, Trust & Transparency
Employees want to know the people above them or around them are being honest and that they can trust them. I recommend two processes that you can start to help the process: firstly, hold 10/20 minute weekly meetings with your employees where you can have an honest and transparent two-way conversation about movement in the company. The second process is answering every email that the employees send you, this will show that that you are always trying to communicate with them and are interested in what they have to say.
2. Praise when nobody is looking
One of the key techniques you can use to engage employees is to notice good work or effort when nobody else is looking. Often a boss will only notice an employee when they do things wrong or have finished a project, but by engaging them through recognising their effort during the process will allow them to be happy and feel valued for what they have achieved.
3. You must direct
Like a film, you must direct your story (company) and to do that you must lead the cast (your employees). To do this, you must give each employee direction, responsibility and support through mainly the first technique I provided. If you’re directing your employees, this means you must take blame for all responsibility. This will show your employees, that you’re willing to trust them and work hard for that direction to be successful.
“Everyone talks about building a relationship with your customer. I think you build one with your employees first” Angela Ahrendts.