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小编摘要:我们希望他们在工作场合的表现跟我们一样,但这种想法很不现实。 但我想问的是,对于我们这些雇佣和管理这些孩子的人来说,你能否也给支点招儿?写给夏季实习生的建议,真是妙趣横生;对于渴望找到工作的孩子来说,大

Dear Annie: I read with amusement your recent advice to the summer intern who hoped for a job offer despite a tattoo. Great, but how about some help for those of us on the other side of the desk? I'm managing a team of 10 part timers between the ages of 17 and 20 -- and I'd gladly accept tattoos in place of some of their attitudes.
Don't get me wrong, these are basically good, smart kids. But, for example, there are certain tasks they forget to do, over and over again, unless I remind them. When I do remind them, they turn sullen and rebellious, as if I were a nagging mom. My older employees (mostly in their 30s), meanwhile, get impatient with "the kids" and make a big deal out of every little mistake until I'm ready to scream. Have you or your readers got any tips for dealing with the generation gap? --No Name in Nevada
亲爱的无名氏:请将下面这句话谨记在心,也许会对你的工作有所助益:“青少年的大脑尚未完全发育成型”,这句话是梅根?约翰逊说的。多年来,她与父亲组成的咨询团队对美国运通公司(American Express)、哈雷戴维森公司(Harley-Davidson)、诺德斯特龙公司(Nordstrom)以及其他许多大型公司的管理人员进行训练,教会他们如何缓和工作中不同时代的员工之间不断升级的紧张关系。“我们希望他们在工作场合的表现跟我们一样,但这种想法很不现实。”
Dear No Name: It may help a little to bear in mind that "teenagers' brains are not yet completely formed," says Meagan Johnson, half of a father-and-daughter consulting team that's coached managers at American Express (AXP, Fortune 500), Harley-Davidson (HOG, Fortune 500), Nordstrom (JWN, Fortune 500), and many other big companies on how to defuse the tensions that arise at work between generations. "We expect them to act like us in the workplace, but that just isn't realistic."
"Were we such stellar employees ourselves, in our teens? We tend to see our own past behavior through rose-colored glasses," says Larry Johnson, Meagan's father.
青少年员工与X世代(Gen X,指出生于上世纪60年代中期到70年代末的一代人——译注)同事之间之所以产生摩擦,原因可能在于:“X世代的人往往擅长独立工作,因为在我们长大成人的过程中,父母双方都要在外工作,我们需要独自处理许多事情,”梅根指出,她自己也是X世代的人。“与此相对照,现在这些孩子的父母采取的是包办代替的养育方式,”帮孩子扫除成长之路上的一切障碍。
One likely source of friction between your teen employees and their Gen X colleagues: "Gen Xers tend to be good at working independently, because we grew up with both parents working, and had to figure a lot of things out for ourselves," notes Meagan, herself a Gen Xer. "By contrast, many teens now have been raised by snowplow parents" who remove all obstacles from their child's path.
Another difference is that today's teens -- who the Johnsons dub "linksters" -- "have been linked into technology and the Internet since day one," says Larry.
Today's teens may need more direction on tasks that require face-to-face contact, where they may be less adept, notes Meagan. They may seem mature, but make sure they really know how to do what you're asking them to do, and don't expect them to read your mind.
"Even for an 'easy' task like greeting customers, you need to be specific. Explain that you want them to smile, make eye contact, and so on. Then take the time to demonstrate how you want it done," Meagan Johnson says.
At the same time, enlist your Gen X employees' help in coaching the youngsters. "Xers generally have less patience for this than Boomers do," says Larry, himself a Boomer. "Remind them that it's important. Make it part of their job."
They suggest these tips, all of which can be found in the Johnsons' book, Generations, Inc.:
Provide written job descriptions. "Part-time jobs are often treated provisionally and have a 'disposable' feel," says Larry.
As part of the job interview, spell out exactly what the job entails, including hours, pay, and duties -- and consider this a blueprint new hires can follow.
Treat them like valued co-workers. "Remember that linksters are used to a steady diet of feedback and positive reinforcement from their family and friends," says Meagan. "A work atmosphere that is less than collegial will seem hostile to them."
Encourage your older employees to include their younger colleagues in office chitchat, meetings, and social events. "The more you include them, the tighter the connection they'll feel to you and the workplace and the better their work will be," Larry says.
Lead by example. "Linksters are hatchlings in the workplace," says Meagan. "They're still learning how to behave, and they look to us to provide examples. If you want them to come in on time, get there on time yourself. If you expect them to go the extra mile for customers, make sure they see you doing it."
Thank their parents. "Mom or Dad may be getting up early to drive the kids to work and waiting in a dark parking lot to take them home," says Larry. "So taking a few minutes to meet the parents and thank them creates a tremendous amount of goodwill -- and having the parents on board increases the chance that they will help their child overcome work challenges."
One additional thought: "Linksters often have a patina of sophistication that can be misleading," observes Meagan. "They seem so grown up! But underneath, they are still kids."
In other words, a little patience and forbearance -- not to mention a sense of humor -- can go a long way.
2011-02-10 12:27 编辑:kuaileyingyu
  • [生活杂谈]26个字母表达80后个性

    A --active 积极:无论是在生活,还是工作上,他们都拥有积极奋发,进取乐观的心态。B --brave 勇敢:勇敢是大丈夫能屈能伸,是面对竞争对手时淡定从容,是用心征服浩翰宇宙的磅礴大气。C --civ
  • [生活杂谈]80后正在经历的“成年危机”