When we talk teams it can include supervising youngsters to be quite a challenge. Most of them are too aggressive, hyper, excited or nervous for your liking. But it is this dynamic bunch that will the company looks forward in the coming years. Here are few tips that will help you supervise over the youngsters in a better manner.
Behave nicely: Though they look chirpy, most youngsters feel; nervous within even what they are asked to do small tasks. Make sure you do not intimidate or demoralize them by any form of aggressive or condescending behavior. Always remember that they are your colleagues and treat them with respect.
Always ask for ideas: Young people get a morale booster when their supervisor/ managers take their opinion. It reaffirms his/her faith in their intelligences and capabilities. This motivates them to put on their best show. Like wise when you assign a task to a youngster avoid nitpicking or offer help even when it is not needed. This lowers their self worth as well as ability to make decisions.
Do not let them loose: While it is okay to be friendly with your young team members, it is equally important to stay in authority. It should be made clear that they must consult you for certain matters and follow a certain system of working. Since, you are ultimately responsible for them; it helps to stay in control.
Have a positive approach: Be cheerful and confident while interacting with your young team. Whining, lack of enthusiasm or negative behavior will dampen their spirits. Criticize constructively rather than for the heck of it.
Give proper instructions: many youngsters are clueless about even the most simplest of tasks. When you just assign a task and move ahead, they start feeling hesitant about approaching you for help. But when you offer instructions or a proper procedure to follow while doing a task, you automatically become more accessible to them.
Show recognition: A compliment can go a long way in boosting the morale of a youngster. Recognize the contribution of every young team member and applaud them for for their efforts. This will build better emotional bonds.
The tendency of young employees is to admire one boss and think of leaving with him and join his new employer. In order to prevent this, Companies should have some non-solicitation clauses in their contracts. But it will always be very hard to enforce them, as all employees of a firm can leave anytime and proving poaching is very difficult. Only real long term way of minimizing such behavior is to offer great development opportunities to employees. Putting a clause may help to some extent. However, developing a positive, supportive and challenging work environment would be a better, professional and long term countermeasure.
Three envelopes – in lighter vein
A fellow has just been hired as a new CEO of a large high tech corporation The CEO who was stepping down met with him privately and presented him with three numbered envelopes. Open these if you run up against a problem you don’t think you can solve.
Well things went along pretty smoothly, but six months later, sales took a downturn and he was really catching a lot of heat. About at his wits end, he remembered the envelopes. He went to his drawer and took out the first envelope. The message read ‘Blame your predecessor’.
The new CEO called a press conference and tactfully laid the blame at the feet of the previous CEO. Satisfied with his comments, the press responded positively sales began to pick up and the problem was soon behind him.
About a year later, the company was again experiencing a slight dip in sales, combined with serious product problems. Having learned from his previous experience, the CEO quickly opened the second envelope. The message read, Recognize. This he did and the company quickly rebounded.
After several consecutive profitable quarters the company once again fell on difficult times. The CEO went to his office closed the door ad opened to third envelope.
The message said Prepare three envelopes.