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AN INDEPENDENT SUPPLEMENT BY MIA MEDIA & COMMUNICATIONS GROUP TO THE MIAMI HERALD
Millennial By Gregoire Carter Narcisse
Loyalty. The dic�onary defini�on of the word is “giving or showing firm and constant support or allegiance to a person or ins�tu�on.” I am 22 years old and when I look at my parents’ genera�on, the genera�on before them, and all the ones that preceded, loyalty remains one of the strongest moral concepts to which we cling with relentlessness. Loyalty to your loved ones, loyalty to your preferred brands,
Career and Leadership By Mary V. Davids
When feeling undervalued at work is frustra�ng, looking elsewhere for employment is a reasonable op�on to consider. However, star�ng over can be stressful too, especially if you like where you work. Studies show most people quit before
MONDAY, OCTOBER 2, 2017
Millennials’ Professional Mobility Suggests Sign of Potential, Not Instability
loyalty to the company for which you work – wait let’s examine that last one. We have all at some point heard of how work used to transpire. You get hired as an entry-level employee at a company. Thirty years later you would have risen through every division, every rank, and later earned your beau�ful gold Rolex before you set out into the sunset. That was, simply put, the way it was. Allow me to be one who vehemently opposes this view point. I recognize it won’t be the most popular opinion, yet hear me out. Today, my genera�on has access to more opportuni�es than ever before, more connec�ons than imaginable, and an ability to acquire informa�on faster than anyone could have dreamt – let us not forget that informa�on is the most valuable commodity. Life today no longer has the same archaic rigid constructs. Look around and realize how quickly everything changes (the next iPhone might come out when this is published). Our contemporary environment preys on this no�on. We are encountered with a barrage of ques�ons that range from “Are you happy where you are?” to “How long do you see yourself
working there?” Have we not once stopped to instead ask two meaningful ques�ons as we advance in our professional lives: “What steps are you taking towards your personal growth?” and “Is the work you are currently doing impac�ul and helping you move closer towards your goals?” Is the func�on of our professional lives not to grow in all aspects? For some, perhaps that means remaining with a company for 40 years, which gives them fulfillment. For others, that sense of accomplishment may reside in a resume that has them with seven different organiza�ons in 10 years. The la�er should not invoke a sense of fear. We have lost sight of the beauty that is human growth and poten�al. Should we not foster curiosity and the pursuit of greatness with today’s genera�on rather than conformity and rigidness? Change happens. It is how society advances and how mavericks are born. The longer we resist, the more we s�fle our growth. Today’s world fosters mobility. Why do we then vilify those who decide to be professionally mobile. Is not the acquisi�on of new skills and experiences more a�rac�ve than someone whose work
experience is monotonous? Millennials get a bad rap in the workplace – one that screams we aren’t stable. I would cau�on against this thinking. Instead, celebrate how diversified the skill sets are of those in today’s job market. Next �me a resume slides over your desk and you see mul�ple jobs in a short amount of �me, before you shred it ask yourself a simple ques�on, “Can we provide an environment that fosters growth in this individual that they will stay with us long term?” Perhaps then we will alter our perspec�ve on mobility. Gregoire Carter Narcisse 954-881-6335 gregoirenarcisse@gmail.com Gregoire Narcisse attended Florida State University where he became the youngest student to graduate from FSU with a bachelor’s degree, doing so at age 18. Narcisse then went on to pursue his Master of Science in education at the University of Miami, earning it at age 19. He is currently a financial representative with Northwestern Mutual.
Asking for a Raise Requires Confidence, Strategy and Preparation even a�emp�ng to ask for a raise because asking makes them feel uncomfortable. Instead of spending the next six months at your new company a�emp�ng to prove you were a good hire, here is what you can do: Focus on the company. It is never a good idea to compare the difference between what you and your co-workers earn. Instead, focus on how the company can benefit from your experience and the quality of your work. When you start discussing what is fair and unfair, condi�ons can quickly turn nega�ve with you ending up on the losing end. Make sure the �me is right. Even if you think you are worth it, try not to ask for a raise when your company is downsizing or laying-off employees. If you work for a larger organiza�on, avoid asking for a raise around performance review �me because they tend to have a pre-planned ceiling in place. Asking for a raise is easiest to do a�er you have finished a successful project or increased revenue somehow for the
company, such as improved sales or landing a new client account.
Even if you think you are worth it, try not to ask for a raise when your company is downsizing or laying-off employees. Iden�fy your value, and then tell the story. If you do not know how to clearly ar�culate your value, it cannot be measured in compensa�on. Finding out what the industry pay rate is for your posi�on is important, but it is equally important to explain how you have contributed to the organiza�on while in your posi�on. The best way to get your boss to listen is to talk in terms of Return on Investment (ROI) when asking for a pay increase. Your boss wants to
know why you deserve more pay and what they should expect to get in return if they decide to grant your request. Get your qualita�ve and quan�ta�ve data in order before you set the mee�ng. Rehearse! Do not let the mee�ng with your boss be the first �me you are asking for a raise. Even though you cannot predict what he or she will say, knowing your talking points are important to keep you focused on delivering the right message. Stumbling over your words can be disastrous and interfere with your ability to clearly ar�culate your worth. Nego�a�ng your salary confidently means you need to deliver a clear and concise message when providing informa�on to support your argument. Mary V. Davids is an executive Career & Leadership Development Coach and Owner of D&M Consulting Services, LLC. For career tips and advice visit www.marydavids.com or email info@marydavids.com.