As a leader able to motivate younger employees ? Five Questions to ...

Great leaders know how to inspire and motivate all types of people. The employees are motivated in different ways. Need to find out what makes sense for every employee in its nature. Why come to work? Why travel? What are their dreams and desires? I coach a number of "old" managers who are sometimes puzzled by the mentality of their younger colleagues.

How well do you know your younger workers? With a technical approach and learn to ask powerfulQuestions can often reveal what really counts.

How can managers of the potential of young workers? What is needed to help young people, the boomers are out of date and out of touch should believe leaders ask themselves the following questions:

1st What do you want from my employer, employees and professional experience to work?

2nd As salary, benefits and promotion opportunities to influence the loyalty?

3rd Since my direct reports to define theirIdentity?

4th My new workers believe in paying their membership fees for as long as it takes, or are motivated by challenges and self-realization from the beginning?

5th How will my relatives younger workers? There you can take care of themselves?

For the younger generations of future work has never been so difficult and uncertain. As a leader, one of the major tasks is attracting, coaching and retaining talented employees. You mustdevelop empathy and learn to play the role of young people without seeing prejudices or opinions, even if it's human nature, as inexperienced and naive.

Bridging the gap

The generation gap has never been greater. On one side we have an entrenched group with 30 years experience in the work, often with few companies. Most believe that there is only one way to do things, including that of carrot and stick motivation.

On the other hand, we havehave a great group of people who have entered the shadowy job with a degree, superior technical skills and life in general and working strategies.

The gap can and must be completed. If you are a manager in the older group, you must learn to make adjustments in order to justify the large population of young workers. Your challenge is simple, but complex: it is necessary to determine which individual differences are superficial and that beliefs are deeply rooted. Then,to reconcile with the traditional beliefs of staff valid hierarchical model. Each group must be a concerted effort to understand the other teams so they can discover and define the best paths to success in the workplace.

Are you ready for the challenge? You should consider working with a coach who can communicate effectively with employees at all ages.

Source: http://self-improvement-leadership.chailit.com/as-a-leader-able-to-motivate-younger-employees-five-questions-to-ask-younger-workers.html

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