Concerns about security on the app TikTok continue to mount as provincial and municipal governments consider or implement plans to restrict employees from accessing the platform on their work devices.
At the end of February, the federal government officially announced it was removing TikTok from all its mobile devices, joining a growing list of governments worldwide doing the same, despite assurances from the Chinese company Bytedance which owns the app that it does not share data with the Chinese government or store it in the country.
All Canadian provinces are implementing or considering bans, however, at this time it remains unclear if the Yukon, Northwest Territories and Nunavut will do the same.
Other organizations, including Waterloo Regional Police Service and Conestoga College, have also banned the app on work devices.
But what does this mean for businesses, many of whom now rely on the popular social media platform to promote their business?
We asked Cambridge Chamber of Commerce Members and marketing experts, Ashley Gould of Cinis Marketing and Cathy Lumb of Cali Marketing Communications, to share their insight:
Q. What are some of the key benefits for businesses who use TikTok?
Ashley: TikTok is a great form of marketing for businesses looking to attract a younger audience. They also currently have a huge user base and extremely high engagement, so it is an easier platform to grow your audience on.
The third benefit is that less businesses are using TikTok which translates to less competition, meaning that your posts will be seen more favourably and if you engage in paid ads the cost per engagement will be lower.
Cathy: TikTok lets you tell your business’s story with short, fun, and entertaining content that will attract and keep people’s attention. It’s ideal for fun interactive activities and challenges to keep your audience involved and growing. A benefit for your customers is that they won’t feel they are being advertised to, as with some traditional advertising.
Businesses can get a great idea of what their customers like about their products or services as well as what needs to be improved. But it’s important to answer the question: Is my audience on TikTok?
Q, What has made it such an attractive social media tool for them, and can they rely on it too much?
Ashley: The pandemic helped tremendously with the success of TikTok as a platform. Suddenly, people found themselves with extra time and TikTok was a great place to find the most recent dance or trend that you could then try for yourself. Now, TikTok has a billion active users, who are on the app daily looking to be entertained.
Relying on TikTok as your main form of marketing only works for a very small number of businesses, specifically those who can ship internationally and who are geared to a younger audience.
Though TikTok can be helpful for other businesses, it is equally important to spend time on platforms like Instagram Reels that take into account, geographic location on a broader scale.
Cathy: It feels more personal and is interactive, videos can be quickly created to be current and in the moment. (You still do need to carefully plan and create engaging material on TikTok.) It is easy to create content with TikTok’s dynamic music and graphics. It’s also a great way to work with influencers who are using your product or service.
If your main target audience is on TikTok then it would be hard not to be there. If TikTok is your only social media platform and at some point, feel you want to get off, it is best to be building your audience on other platforms.
Q. Should businesses be concerned about their information being compromised and shared?
Ashley: Mainstream media has made it readily known that the majority of apps access more data on our devices than they need to. That said, what is on your device should play into that decision. If your phone holds confidential information that could compromise the government, or a hospital, yes keep TikTok off that device.
If the most private thing you have is your banking app, studies thus far have shown you are OK to keep the app at this time.
Cathy: This is a big concern as we never want our or our customers’ confidential information to be compromised and used by others. We have already seen many examples of data being collected by other companies and put at risk by being passed on to third parties, without their customers’ consent. TikTok is very good at collecting a lot of information about its users and we can’t be sure where it will end up. More investigation is needed.
Q. What are some steps businesses can take to protect themselves? Or can they?
Ashley: There is definitely something to be said about keeping TikTok on your personal device only and off your work device. TikTok has developed several strategies for keeping your information more private from an audience perspective, but not from a downloading and data collection perspective.
Cathy: As with all social media platforms and search engines, TikTok collects a lot of information from its users so they can effectively target ads. It is impossible for a business or individual to fully protect themselves as there is no way to opt out of all the information TikTok collects.
It’s up to each business and individual to manage their privacy, security and cookies consent on TikTok as well as their browser settings. Even so, it’s impossible to fully protect yourself from your data being collected and possibly shared as there is no opt out for all information being gathered.
A business or individual can minimize some risk by choosing not to post easily identifiable locations in TikTok videos. Individuals can set their TikTok to private to reduce risk.
Q. Do you see businesses moving away from using this platform?
Ashley: The answer to this question is complicated as it is extremely industry specific. If government employees can no longer download TikTok on their devices, then businesses that are using social media as a means of marketing to this demographic will have to find alternative routes.
That said, for the majority of businesses the opposite is true, where more and more businesses are starting to create TikTok strategies.
Cathy: I think it will be a tough call to make if a business’s customers and competitors continue to use TikTok, especially if the business is benefitting. A lot will depend on what we learn in the coming weeks about TikTok, as well as what the consumer decides to do. I do think that if a business is not benefitting in a tangible way, then they may be more inclined to move away from it.
We know that Facebook has faced criticism over the past few years, as has Twitter, but it has not stopped people from using these platforms.
However, major advertisers recently moved away from Twitter in droves, so we can see that if businesses are not happy with a social media platform, they will take action. Many individuals on social media do not feel the need to stop using it and some find it hard to understand how they can be of any interest to TikTok or Facebook.
Q. Are there any social media platforms that are ‘foolproof’ when it comes to security concerns?
Ashley: In my opinion, no. Apps are always collecting data, it is part of how they are created, and that data is meant to further your user experience. Therefore, there is always some kind of security concern with an app.
Cathy: All social media platforms have their strong and weak points regarding security, and all are collecting data about us. Users of social media need to adjust the security, privacy, and advertising cookie settings to the levels they are most comfortable with.
Businesses on social media platforms need to keep a close eye on their social media accounts, monitor frequently and address any concerns right away.
Regularly review your analytics to determine if your business’s marketing objectives are being achieved on social media.
It has become an all too familiar scenario for many small businesses: a potential employee doesn’t show up for the interview or a new employee, perhaps after a single day or a few weeks, suddenly disappears, never to be heard from again.
For businesses already struggling with labour shortages, the phenomenon of ‘ghosting’ has grown into a real challenge as our economy continues to rebuild.
“The last time we checked, we had about 30% participation in live interviews,” says Mike Black, owner/operator of Valet Car Wash in Cambridge and eight other locations. “I’m also finding that many people go onto Indeed and apply to dozens of job postings and they have no idea why you are even contacting them because they have so many irons in the fire and are just picking and choosing.”
He’s not alone in this regard. According to a survey conducted by the Canadian Federation of Independent Business (CFIB), 37% of small business owners who responded said they have had potential hires suddenly disappear without explanation, while one out of three who’ve hired someone during the last year either had that employee not show up their first day or had them stop coming in shortly after being hired.
While salary is a clear motivator for many job seekers, Mike also believes there has been a cultural ‘shift’ as opposed to just an economic one in terms of how people currently look for work.
“There almost seems to be a complete lack of courtesy and respect for others,” he says, noting the adage ‘never burn a bridge’ no longer seems to apply.
Janice McVey, Manager Partner at the Dean Group which specializes in employment recruitment, says the fact there are so many jobs available and that accountability no longer seems to be there when it comes to referencing, are a few of the key factors.
“It used to be that having a good job reference was important and not having one used to be a real impediment,” she says. “Now, again with unemployment so low and good people hard to find, companies are lowering the bar. The job candidate understands that lack of investment from the client’s perspective, so it becomes a bit of a two-way street.”
Janice says conducting a short Zoom interview may not necessarily win over a potential employee and make them feel invested enough to sign on. However, she acknowledges that most companies also no longer have the luxury due to staff shortages to properly acclimate a new employee –spending additional time on training or introducing them to all their co-workers - because they need them to start working immediately.
“As a result of tightening up the interview process, they actually lose that ability to truly engage somebody in the role and therefore they can lose them,” says Janice, noting ‘A list’ companies that offer higher salaries and benefits tend to have fewer ghosting issues. “I think what it boils down to is there are too many options out there and therefore people do not worry about not finding a job when they need one.”
To help combat this, she encourages her clients to really promote why a person should want to work for them.
“You have to make sure what you’ve got to offer is what the candidate is really looking for. You as an employer, have to be clear on why people want to work for your organization,” says Janice. “Because now, they’re interviewing you more than you’re interviewing them.”
And if the candidate accepts the job but there is a concern they could soon be looking elsewhere, she recommends reminding them why they accepted the job in the first place.
“What was their motivation; if money was the reason, you’re never going to keep those people because they’re going to go to the next guy who pays them more,” says Janice. “I think you’ve got to make sure you’re lining up what it is you’ve got to offer with what it is an individual is looking for.”
Mike agrees noting potential employees are paying much closer attention to a company’s core values and how it projects itself, especially online.
“You are definitely selling yourself more today,” he says, adding that communication is vital, especially during the initial interview process and explains how his company keeps in close touch with a potential employee once contact has been made.
“We stay in constant touch with that candidate, reminding them about the interview and confirming the date and time,” says Mike, adding they have had great success with video interviews which can also lead to an in-person meeting depending on the position they’re trying to fill.
Also, he says that close communication continues for the first few months after a new person has been hired.
“You really need to build a relationship that makes them feel welcomed and appreciated, and make sure they have everything they need,” says Mike. “You also have to be aware of how your employees are interacting with your new hires because they can play a major factor on whether they will stay or leave. It only takes a couple of bad apples to taint someone.”
Janice agrees, explaining leveraging your internal network can help an organization retain new employees.
“Your best salespeople as a good organization are your current employees,” she says, adding the pandemic has made the work of HR departments even harder. “I’m afraid the downside is they haven’t been able to do some of things that helped with engagement of candidates like they used to.”
When it comes to recruitment, Mike has purposely entrusted that responsibility to someone else in his organization.
“If it’s not something you’re comfortable with, you really have to delegate it to someone who is,” he says, adding each January his company conducts an analysis of its turnover rate during the previous year. “We compare it with previous years to see if we’re getting better or worse. If we’re getting worse, then we really need to look at why and look at solutions as to why that rate when up.”
Employment turnover at a glance:
More than one-third of Canadian companies (35%) say employee turnover has increased compared to last year, a significant rise from the nearly a quarter (24%) who said the same thing in 2021.
According to the survey, employee turnover costs companies an average of over $41,000 each year (including the cost to rehire, lost productivity and more). Those costs are even higher for some employers, with more than 1 in 10 hiring managers (16%) reporting $100,000 or more per year in turnover expenses.
For companies with increased turnover this year, the main causes identified include better pay and/or benefits offered elsewhere (36%), employees resigning (35%), employees feeling overworked (33%), retirements (30%), increased workplace demands (29%) and better perks elsewhere such as summer Fridays and unlimited vacation days (28%).
Two-thirds of companies agree that employee turnover places a heavy burden on existing employees (64%). This is especially the case with large employers with 100 or more employees (75%) compared to small businesses with fewer than 10 employees (50%). With the added complexity of the current labour shortage, companies are having to lean heavily on their current employees.
• Info provided by The Harris Poll commissioned by Express Employment Professionals
The arrival of the pandemic has altered our lives in many ways, especially how business is now being conducted.
As more businesses and organizations look for ways to present their message to potential customers and supporters, creating quality videos should be the method near the top of their list.
“In light of COVID-19, we have seen the world turn to video as a lifeline not only professionally, but personally,” says expert video strategist Sheryl Plouffe. “It is the way of the future and businesses that do not integrate video will fail over the next decade.”
The international speaker and successful entrepreneur will share some of her valuable insight at our next YIP Growth Learning Series event that focuses on video messaging, which experts say is a great way to connect on an emotional level with your audience compared to other content.
“I see a lot of people watching their competition using video, taking their prospects and clients away from them because they’re not willing to face their fear or nervousness about stepping in front of the camera,” says Sheryl. “A lot of people are hanging onto a level of perfectionism that is hindering their growth.”
Known for using simple, yet strategic storytelling, she will share some of her best on-camera strategies to assist participants in creating polished and professional products, with an emphasis on how video messaging can benefit their business by making bigger impacts.
“My intent is that they’ll feel motivated to take those first few important steps towards building a video strategy that builds their platform and brand,” says Sheryl, adding she’s an ‘open book’ when it comes video. “I also consider myself a video marketing crash test dummy to some degree, so I feel like people who come to this presentation will benefit from asking me anything.”
Find out more by joining our session, YIP Growth Learning Series: Video Messaging, on Tuesday, April 6 from 11 a.m. to noon. sponsored by Deluxe.
The pandemic has not only dramatically altered our lives, but also the way we do business.
Conducting business online has become paramount for many operations which makes the
the importance of effective marketing even more vital to ensure a strong client base.
“Is your website SEO and is it navigational intuitive? Have you thought about using Google ads?” asks Mike Jennings, president of the Cambridge-based digital marketing agency MoreSALES.
These are just some of the many questions that will form the base of the discussion he will lead at our next YIP Growth Learning Series event later this month ‘Marketing 101: 4 Ps of Marketing – Place, Price, Promotion, Product’.
This seminar is aimed at assisting entrepreneurs in understanding how to effectively market their product/service by utilizing the basic ‘4Ps’ strategy to create a sales and marketing strategy.
Mike says the onset of COVID-19 has resulted in many marketing changes.
“Prices aren’t going to change that much,” he says. “But promotion is going to be the main difference in a COVID world. How do you promote your product?”
He says the seminar will focus heavily on digital marketing, which has been his speciality for many years, and the importance of being able to shift when it comes to doing business.
“Do you shift your price to be more attractive on e-commerce?” asks Mike, noting that e-commerce is a vital tool for businesses when it comes to competing. “People are not going to be rushing back to your building. They’re still going to want to buy online and those businesses that are easy to buy from are the ones that are going to get the business.”
He says an important takeaway for seminar participants will be to realize these changes don’t have to signify the end for their business.
“There are ways to adjust,” says Mike, adding looking at the expected trajectory of the market is key. “You have to think six to 12 months ahead and how you apply these principles (4 Ps).”
He says a business will never ‘lose’ using e-commerce and digital marketing.
“It’s only going to compound the return to normalcy and accelerate that return to normalcy,” says Mike.
‘Marketing 101: 4 Ps of Marketing – Place, Price, Promotion, Product’ takes place Wednesday, Feb. 24 from 11 a.m. to noon and is sponsored by Deluxe. Click here to register.
These issues have intensified over the course of the last few months as COVID-19 continues to take its toll on our mental health, just ask Angela Englander, a registered psychotherapist and trauma specialist who operates Ways to Wellbeing Therapy in Cambridge and Tillsonburg.
“I’ve had clients who were perfectly stable pre-pandemic and now have completely fallen apart,” she says, noting some are in the healthcare profession which is facing much strain as this health crisis continues. “I’ve talked to a lot of doctors and nurses who want to go on leave. These people are the webbing of our health system and if their mental health crashes, everyone is going to fall through that gap.”
Identifying what mental health is, as well as trauma and therapy, will form the base of her discussion at our YIP Growth Learning series event on November 19.
“People have such a small amount of knowledge they’re working from when it comes to mental health,” she says, adding the amount of stress people are under right now is skyrocketing as the second wave of the pandemic appears to be escalating.
According to a CTV report, a recent federal study has highlighted a jump in alcohol and drug use during COVID-19, as well as an increase in opioid deaths. Also, according to that same CTV story, overdose calls in Waterloo Region have spiked higher since August and 68 people have fatally overdosed so far this year compared to 63 deaths in 2019.
Angela says at the start of the pandemic in March adrenaline was high as people went into ‘crisis mode’, putting their emotions on the backburner as they adapted to this new reality.
“But the bigger risks will be over the next year because that excitement and adrenaline has started to wear out,” she says. “People are starting to feel more hopeless and facing depression and anxiety.”
Angela says the approaching winter will only add to that negative situation since unlike the past few months, many won’t have the option to go outdoors and enjoy the sunshine and nicer weather.
“I’ve already talked to people who say they’re experiencing SAD (seasonal affective disorder) and are already getting their winter blues and we’re only in October.”
Besides current concerns such as increased addiction issues and a rise in suicides, Angela fears the ripple effect of COVID-19 could manifest in other mental health problems over the next several generations.
“Many people may become germaphobes or even become agoraphobic,” she says, adding people must learn to accept the negative emotions they may be facing now in order to deal with them in a healthy way.
“We are a very emotion-phobic society. The truth is you have to be willing to step towards those emotions and feel them and accept the reality that is.”
During her YIP presentation, Angela hopes to break down how the brain functions into several categories pertaining to mental health and outline how trauma works.
She intends to provide participants with some valuable takeaways.
“They’re going to get a lot of self-awareness and coping skills,” says Angela, noting more typical coping skills such ‘date nights’ with a partner or hanging out with a few family members may not be sufficient enough for some during this pandemic.
She says self-care and emotional awareness will play key roles in the presentation in hopes of giving people more understanding.
“No one is above this virus,” says Angela.
Our YIP Growth Learning series virtual event ‘Mental Health for Young Professionals’ sponsored by Deluxe will take place Thursday, Nov. 19, from 9-10 a.m. For more, visit: https://bit.ly/3efsfGG
Does making a presentation in front of people send chills down your spine?
You’re not alone. Research shows that at least 75% of people struggle with some degree of anxiety or nervousness when it comes to talking in front of people.
Kevin Swayze, former journalist and communications consultant, hopes to help quash these fears by providing tips about good communication at our virtual YIP Growth Learning Series on April 28 entitled ‘Public Speaking 911’.
“I think that most people stand up in front of a crowd and think everybody there is against them, when in most circumstances they’re there with you and want you to succeed,” says Kevin.
He says the key to good communication centres on connecting with people, whether it’s one-on-one or in a large group, which is something he will stress during his learning session.
“I’m going to show how to polish your elevator pitch when you’ve got only a minute to talk to somebody; to connect with somebody and make yourself memorable.”
Kevin says stories are the best way to accomplish this and during his 30-year newspaper career tried to do just that.
“The best stories are always told through a person. I’ve always tried to do that with my writing,” he says. “People don’t want to be lectured at, they want to connect, and the best stories connect with people. The best communication is conversation.”
Kevin, a client communications teacher at Conestoga College, says he finds inspiration from the international students he instructs. Not only does he admire their bravery for travelling to another country to study, but the fact they will question his use of any corporate jargon or slang.
“I get the look from them,” he jokes, adding good communication doesn’t involve slang or jargon. “It’s pervasive everywhere and it kills communication because you’re either in or you’re out; jargon is exclusive, and it pushes people away.”
Kevin says the use of ‘buzz’ words doesn’t further proper communication and hopes to convey that to participants.
As well, he will also touch on some basic tips surrounding presentation, such as holding on to a piece of paper while standing up to speak.
“I like to give them something to hold in their hands so they’re comfortable,” says Kevin, who has been involved with Cambridge Toastmasters for the past four years.
He says the club, which consists of several groups under the Toastmasters banner, has helped him considerably.
“I’ve seen the change myself. I would not be able to teach as effectively,” says Kevin, explaining club members evaluate every aspect of any presentation by their fellow members. “It’s hard to find anyone who will give an honest and reasonable evaluation of something.”
He hopes YIP participants will leave the session understanding the importance of being an active listener when it comes good communication, noting the temptation of cellphones is difficult to ignore.
“Even if you leave your phone upside down on the desk it still draws your attention,” says Kevin.
He expects participants will already arrive with a set of their own communication tools.
“They will know how to communicate in bits and pieces. My goal is to reflect on what they do and think about what’s working well and where they can build,” says Kevin. “And encourage them to practice what really works well.”
He says most people don’t think about communication deliberately anymore.
“There’s no app that replaces face-to-face communication,” says Kevin.
The YIP (Young Innovative Professionals) Public Speaking 911 session, sponsored by Deluxe Payroll, will take place virtually Tuesday, April 28 from 9 a.m. to 10 a.m.
Imposter Syndrome can be defined as an individual possessing feelings of inadequacy despite persistent evidence of success. According to a 2011 study, 70 per cent of people will experience at least one episode of imposter syndrome at one point or another.
This issue has become particularly large in the tech industry with 58 per cent of those with tech-focused careers falling victim to the Imposter Syndrome, according to an informal study by social media site Blind. That doesn’t necessarily mean it only effects those in the tech industry. Anyone from any type of career can suffer.
Many people feel the effects of Imposter Sydrome due to the self-narrative that they are not good enough. Everything about this syndrome is based around professionals not believing in themselves. They often feel that although they have been hired and may already be succeeding in their job, they are not capable. It becomes the constant feeling that they are an imposter, pretending to know what they are doing when they feel the opposite.
Over time this can have a significantly negative impact on the person, not only professionally but mentally. In order to make up for their feelings of inadequacy, the person will often give themselves extremely challenging goals that cause them even more stress.
The constant negative self-talk can lead to more serious consequences such as self-loathing, self-sabotage, avoidance and job dissatisfaction. Everything may be going fine on the surface, but deep down they feel they are failing.
As a young professional, it’s easy to suffer from Imposter Syndrome as everything is fairly new. Confidence often comes from the assurance of knowing what you're doing. However, when something new begins, doubt can surface as tasks become more challenging.
To avoid these feelings, it’s important to be conscious of patterns. Celebrating success is not a crime. In fact, praise is often the fuel that pushes people along, assuring them that they are on the right track.
Sharing success is also an undervalued practice. In an attempt to stay humble, most people keep their successes to themselves which in time, diminishes them.
As a young professional, ensure you watch your thoughts and accept your successes. Doing these two simple things will allow you to flourish and avoid the negative impacts of the Imposter Syndrome.
Have you ever heard a phrase that just makes you cringe because you’ve heard it one too many times? According to a survey jointly conducted by two American companies, OnePoll and Jive Communications, you are not alone.
Thanks to the habits of 2,000 American workers, a list of 40 cringe-worthy office phrases were collected. From that list, we’ve compiled the top 10 most hated office phrases for you to enjoy.
1. Give 110 per cent
2. Think Outside the Box
3. Hammer it Out
4. Heavy Lifting
5. Throw Them Under the Bus
6. Don’t Count Your Chickens Before They’ve Hatched
7. Pushing the Envelope
8. Let the Cat Out Of The Bag
9. Let’s Circle Back
10. Win-Win Situation
Tweet us @yipcambridge and share some of your most hated office phrases.
Fall often feels like more of a fresh start than the New Year. For those working in academia or attending graduate programs, whose fiscal calendars begin again in October, or folks with kids that recently started their school year, the fall is a time of new beginnings. In many places, the weather shifts and there’s a certain crispness to the air that puts a pep in the step and increases focus and motivation.
Now is a great time to refresh your leadership as well. To add to the excitement of fall, here are three new book releases that will help you rejuvenate your leadership.
1. Reinforcements: How to Get People to Help You by Heidi Grant
Somehow, asking for help is the hardest thing in the world, especially for Type-A leaders. In her new book, author Heidi Grant, Ph.D., explores that while we hate to ask for help, most people would like to be helpers. She uses storytelling to deliver an extremely practical take on how to manage your team so they are contributing in the most helpful ways that feel meaningful to them, and effective for you.
2. Farsighted: How We Make the Decisions That Matter the Most by Steven Johnson
Oh, decision-making. This can be either a natural skill for one leader, or a fear-inspiring one for another. In his latest work, Steven Johnson dives into what tools are needed to conquer the complexities of decision-making, particularly for creatives. The key piece that Johnson explains and explores is that impactful decision-makers don’t just go with their gut all the time—they have a future-focused mindset that informs their decision-making process that will transform their organization.
3. Why The Best Are The Best: 25 Powerful Words That Impact, Inspire, And Define Champions by Kevin Eastman
After nearly 40 years in basketball, 13 of which in the NBA, Kevin Eastman has seen teams and leaders rise and fall. In his newest book, he details what has made these champions and championship teams effective, and translates that to everyday leaders. Through up-close-and-personal stories and practical strategies, Kevin will inspire you to give your team and personal leadership a jumpstart.
As a young professional there are many challenges that one faces, not least of which is the reality that most of us nowadays work in a multi-generational environment – and it is probably only going to continue to get even more crowded. What I mean by this is right now you probably work in an environment that has at least one: baby-boomer, Gen Xer, Gen Yer and Millenial.
There are two main thinking points I want to start this article with before we continue, please consider:
Life expectancy is rising, people are living longer and so need to secure more income now to cover retirement costs later
Cost of living and inflation are out sync – meaning each generation has had less disposable income to help their offspring than the generation before (and you’ll have even less to help your children)
“As Bryan explains it, the cost-of-living concept arises from the role of money as a medium of exchange. When we say the cost of living increases, we mean that it gets harder to maintain a given standard of living on a given income. Either we have to be satisfied with fewer goods or services, or save less, or work harder. In the language of economics, a change in the cost of living is a real phenomenon.
On the other hand, we can best understand inflation as a change in the value of our unit of account, the dollar. When there is inflation, the value of the unit is smaller each day than it was the day before, for all transactions.”
So in essence, because each generation has been given less help, each generation has had to provide more for themselves, and what this really leads to is more profound sense of urgency when beginning your first career. Millenials, for instance, are seen as much more ‘pushy’ or ‘impatient’ by their older colleagues – which may or may not be true of ones personality on an individual basis – but when the group is looked at as a whole this is a general impression that is formed.
Take a step back and have a talk with your grandfather (or great-grandfather if you are so lucky) and ask them to tell you about their early professional life. I’ll be a good majority didn’t even attend a post-secondary school for one reason or another, meaning less initial debt when entering the work force, where as you are much more likely to hear that your parents did (and in those cases, you can rest assured that you definitely went to College or University – or at least that it was heavily expected of you).
This is really what Navigating the Multigenerational Workplace is all about – realising the differences in situations not just at the current point in time, but the differences from every other generations point in time at the initial stages compared to your current stage. My personal belief is that before you can have effective dialogue with someone, you need to be able to see how you are perceived from their point of view.
That’s probably the longest intro to a blog post I’ve ever written – so I’ll try to be briefer the rest of the way, feel free to stretch your legs and come back and finish the rest of this.
So the purpose of this post was to try to offer suggestions on how to go about handling the different generations so maybe I’ll list a few out and then get into more detail; these suggestions by the way are targeted at the Millenial group:
Go slower with your communications and be more exact
Communicate with people based on how they like to communicate
Be prepared to have the same information in different formats for different audience members
Remember that while you like to move fast, it took those ahead of you a long time to get where they are
Everyone loves sharing their own story
These five points are probably the five strongest points that have helped me in my careers, they may not all apply to you in every situation but here’s a breakdown of what I mean by each:
Go slower with your communications and be more exact
The #1 thing our CEO hates is when he has to reply to an email to extract more details on a particular subject. It results in an increased number of communications and a slower overall turn-around time. Remember, everyone above you in the chain of command probably makes more money than you do – so not to be trite, but that means their time is more valuable than yours. Take 5 extra minutes of your time to save them even 1 of theirs, and it’s worth it – even if they don’t notice. Because trust me if you try to save 5 minutes of your time and end up wasting 20 of theirs, they will notice.
Communicate with people based on how they like to communicate
I still remember the first time I had to send my grand-father an email, I work for a family owned business so at one point we had all three generations here at the same time – you can imagine the communication challenges that presented. About 5 minutes after I had hit send, he was standing over my desk, email printed out in hand, with sections highlighted that he wanted to discuss. I quickly learned that email was probably not the best way to communicate with him if I was hoping for a quick turnaround time.
Be prepared to have the same information in different formats
One of the positions you might find yourself in one day, if you aren’t already, is being a mid-level manager and having a few people that you “report” to in a sense. One of the best books I’ve read about how to deal with the expectations of various levels of management and staff is John Maxwell’s The 360 [degree] leader. If you have a chance I recommend picking up a copy and giving it a thorough read through. Some people are purely analytical, some people are purely visual – most are somewhere in the middle. Be prepared to provide arguments, charts and graphs in different formats, sometimes as simple as having several different ways to word the same information is good enough.
Remember that while you like to move fast, it took those ahead of you a long time to get where they are
This point speaks more to the fact that often times us youngsters are perceived as impatient (mentioned above). Most companies that are large enough have clear guidelines as to how long you have to be with the company or how long you have had to have been in your current role before you can apply for a different role or a promotion. Focus daily on being the best at what you’ve been assigned to do and when it comes time to fill other roles you’ll be in a much better position to be asked to fill it rather than applying to every opportunity that comes up.
Everyone loves sharing their own story
Human beings are natural story tellers. That’s not to say that everyone feels comfortable standing in a room of 500 people and giving a speech or lecture – but find a quiet relaxing environment to engage with those of different generations around you. This can be especially effective if you spin it in a way that makes it look like you’re asking them for advice in a situation you’ve found yourself in and, because you value their expertise, you would like their opinion on how they would deal with the situation or if they ever encountered a similar situation in their early careers. Above all else when considering this as a strategy you need to be sincere in your request to learn from them.
So, if I haven’t completely bored you, you may be wondering why I started the article off with two points:
Life expectancy is rising, people are living longer and so need to secure more income now to cover retirement costs later
Cost of living and inflation are out sync – meaning each generation has had less disposable income to help their offspring than the generation before (and you’ll have even less to help your children)
First, so long as you maintain a moderate lifestyle, you will probably be around for many years to come and you may in fact need to plan to work well past the age at which your fathers-father worked until to support that (I could go into the whole CPP fiasco.. but that might turn political, a side lesson here is try to avoid politics in work environments).
Second, you’re entering the work force with different stresses than those ahead of you, and alternatively when you become the “old guy” at the office, those entering will have different stresses than you. While it’s probably not likely that coworkers will begin assisting one another financially, be mindful of others situations and how much you would have liked extra help at your current age when you’re older (I sure hope I do) – and remember, advice and guidance is always free no matter what generation you grew up in.
