Millennials Know That Happiness Business Email List

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ar95617202222
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Millennials Know That Happiness Business Email List

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And enthusiasm for work are essential from day one. So much so, that in this generation there is no longer talk of " work-life balance " (balance between life and work) but of " Business email list work-life integration " (integration of life and work). Let's see what we can learn from them to make our workplace a little happier . 1) Bosses should be mentors too In millennial companies, the traditional hierarchy and "chain of command" have become completely out of date. The boss is no longer a Business email list dictator who limits himself to issuing orders, but is involved in the personal and professional development of his workers.

But the role of mentor does not have to Business email list depend exclusively on the boss. The smartest companies know how to recognize the contributions of different Business email list generations and encourage mutual learning. For example, they can create programs in which employees of a certain age train millennials in the know-how and best practices of the company, and the Business email list millennials in turn help them get up to speed with new technologies and innovations. social networks. When you create a workspace based on teamwork and mutual trust, everyone can thrive and develop their best qualities. 2) Annual evaluations are no longer enough One of the most criticized things about millennials is their "addiction" to social networks.

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And although this may have some truth, it is also true that it is a more transparent generation with great communicative potential . To some extent, social media has shaped the expectations of millennials when it comes to feedback. Instead of being limited to an annual (or even quarterly) review, things run more smoothly when recognition for a job well done or Business email list constructive criticism happens in real time. In millennial companies, communication between employees, supervisors and bosses should be continuous and honest. Medium- and long-term goals and global evaluations still have their place (as well as celebrations when things go well), but the day-to-day is also important. 3) More than improving the weaknesses, we must enhance the strengths We all have a unique combination of skills and strengths, but sometimes companies forget to develop them.
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