If you feel that your 20-something employees have high expectations regardless of their limited work experience, you’re not alone. A survey of more than 2,500 hiring managers and HR professionals by CareerBuilder.com found the same feeling. High expectations are fine, but what if you have to say “Not yet” because your young employees are short on qualifications? Or because your company, like many, can’t immediately satisfy every demand? The best bet is to explain the realities carefully and develop other options to offer:
· Expectation: High wages and rapid raises. Be clear and specific about salary structures, and don’t just say, “Those are the rules.” Provide an updated job description and demonstrate how quality and productivity are measured, showing employees what—and how long—it generally takes to earn higher compensation. Help employees work out plans to improve their qualifications. In the meantime, use short-term recognition, rewards, and bonuses to verify that you’re paying attention.
· Expectation: Rapid promotions. Explain the experience, skills, education, and results needed for promotion. Help each employee create a plan to meet those requirements. In the meantime, pair younger employees with experienced workers who can explain how to go about on-the-job learning and improvement in your group.
· Expectation: Flexible work schedules. As with salary increases, explain the amount of flexibility and time off available in terms of the amount of work to be done, not in terms of rules. Be creative about finding ways employees can generate days off. For example, can workers who are highly productive or who beat their deadlines earn extra days of vacation?
All the success!
Peter Mclees
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