Today’s success tip comes from David Straughton.
David Straughton is an in-demand corporate and public speaker. Founder of Think Big and trainer to hundreds of companies on topics such as generating sales, improving productivity and much more.
What advice can you offer about employing Generation Y salespeople?
Focus on what’s important to Generation Y - most want a clear fast-track career path with the opportunity to move ahead.
Offer freedom within boundaries - clearly spell out the house-rules upfront.
Build more trust - make them feel respected and important from day one (think about business cards and impressive job titles).
Assist in their development - help with quality training and development. For example, coaching, mentoring, special project work and the opportunity to learn from mistakes.
Be flexible - when it comes to rostering, time off and your attitude to decision-making, ensure that you consider their input - be an asker, and not a teller.
Provide unlimited praise, support and encouragement - Generation Y might think they are great, but many of them have little resilience. So go easy on the negativity and harsh discipline.
Make work like a game - provide lots of fun and competition. They need work to be like a game with action, a sense of urgency, continuous continual scoring and feedback, challenges and opportunities to access ‘game cheats’ (a fast fast track to playing at high levels).
In the US, Wendy’s Restaurants uses a great model called FAMILY when dealing with Generation Y.
F is for ‘fun’ - make the job exciting and challenging.
A is for ‘applaud’ - recognise your people with rewards and thanks.
M is for ‘model’ - ‘walk the talk’ and set a great example.
I is for ‘involvement’ - ask and use other people’s input.
L is for ‘lead’ - lead, train and develop people.
Y is for ‘yield’ - agree with some requests, especially when it involves rostering.
Remember, you will only receive respect from GGeneration Y after you have given respect to them. They are not cogs in a machine, but rather leaders in waiting. They seek an opportunity, not just a job, and want employers who care about them (and if you pretend to care about them, they will only pretend to work).
I hope you enjoyed this week’s success tip. Be sure to check in next week for the next installment.
Until then,
Allan Poole