the drawing table. They want to help set their own goals and their own expectations within your company. Allowing them to tell you what they think their job description should be will help you understand more of where they are coming from; and in the end, if they decide that they’re not going to follow the description’s stated expectations—which they helped create--you can firmly but politely say, “Well, people, you wrote them...” Urge them to give constructive feedback to the entire staff as well as to themselves. Using self-generated feedback and self-generated expectation building hugely increases the chances that your staff will respond positively to the process, which will help them—and you—grow.
5: TRANSPARENCY
Millennials like to know what makes their company “tick,” why things are done a certain way, and how they can be part of the recipe for success. How much money did your business generate last month? What are the company’s future plans for expansion, relocation, etc.? And believe it or not, Millennials want to know what their coworkers’ job descriptions look like. The reason why is part admirable, part self-serving. They want to know so they can figure out every detail of how everyone in the company “fits together” so they can decide if this is where they want to spend their time building a career. It’s better for you to know right off the bat if someone isn’t “meant to be” with your
company so that you don’t spend your valuable time, energy, and resources investing in them. If you’re ready to learn more ideas about how to build your business up, email me to schedule your first 2018 Business Breakthrough Session! jordan@getminty.com // www.getminty.com/ saloncoaching
ROCHESTER WOMAN ONLINE :: APRIL 2018
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