Discovering new things not only make us feel good, it allows us to grow and stretch from where we are today. Now that we are able to once again meet in person, take the chance to start that conversation with someone who is not in your circle of friends or colleagues already. Having that exchange, whatever the outcome, you both win. Denying yourself the opportunity to learn and grow from interactions with people different from ourselves, keeps you from experiencing a “yay” and what could follow it.
Would you like to work for a place that champions respect for everyone? That respect would include an everyday practice of good manners. Good manners? Are good manners relevant or even possible in today’s workplace? Yes, they are! Here’s some examples and why they matter more than ever in creating a healthy respectful culture for everyone. And, here’s how they can work for you.
Young professionals look for respect from their employers. From their boss, peers and company. Unlike prior generations, Millennials and Gen Z’s are vocal about asking for respect simply for being them, a unique individual who works at the same company. Respect having nothing to do with their seniority, experience or earning it. And, they will easily leave a position if they don’t see it being demonstrated, even if there is no job offer to escape to. Does that mean they show respect openly and easily to others they work with and their employer?
Some people are saying in our present time, we have no universal role models that reach across generations, interests, and backgrounds. And who of that category would also represent values for today’s Gen Y and Gen Z’s? There is one man I can think of whose face appears in front of a number of different audiences, media outlets and subjects – Michael Strahan. Here’s why…
There’s great reason to appreciate the child in all of us, and not just at the holidays. While we may be struggling with that notion because of how difficult life can be, even the exercise of trying to see from an inner innocence is a good thing. The joy, wonder, and the awe. That inner innocence can be a wonderful tool for our professional and personal lives. And, it’s becoming a trend.
In the virtual example and in reality, when someone feels seen, they pass their pride and joy from that memory to others they interact with during the day so the good feelings spread. So, in recognizing a team member privately or a colleague, their appreciation for that approval works to spread positive emotions among colleagues, clients and team members they work with. A great number of people are then affected by a demonstration of recognition and approval for one person. Even if you may not identify with a desire to be recognized, many people do, particularly younger professionals. And, it could make the difference between holding onto a valued team member or giving them a reason to look for a new job.
Autumn, the season of change has arrived. And with that, a pondering of change, your view of change. What determines your attitude toward change? Beside ease of change, your opinion of change may depend on whether you have control over it, or the degree of participation you have into making that change. And, still there is always choice for a third option, taking control of what you can.
Doesn’t it feel sometimes, particularly during uncertainty, that you’re supposed to know all the answers and be in control of everything? Other people are counting on you. They’re looking at you for leadership and strength. And, one of the best ways you can be that strong leader is to admit three things. The willingness to speak these truths make for a leader that young professionals respect and look up to as a role model. Three responses that a lot of people have a hard time delivering. “No”, “I don’t know”, and “I’m sorry.” On the surface “no,” can seem harsh. Saying, “I don’t know,” and “I’m sorry,” might appear weak. These perceptions couldn’t be further from the truth. Because the truth is powerful.
“When employees respect each other and get along in the workplace, it’s amazing how productivity increases, morale increases and employees are more courteous to customers.” ~ Maureen Wild. How does bad behavior affect a team or business? Dissatisfied employees can compromise teamwork, productivity, morale and overall well-being of other people who are dedicated to and engaged with their work and company. A colleague reached out to me recently because of my expertise in Millennials. In his organization he has an unhappy employee, who has complained about other people’s comments, which in turn has spread unhappiness within their department. How can you plan around the potential threat of harmful behavior? If you are a leader, you can be proactive. Here are three tools that offer more control to prevent and dilute challenging situations…
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