Welcome to the February 20, 2008 issue of The Total View

Published by Success Performance Solutions, Written by Ira S. Wolfe

Visit our Human Resources Blog and Perfect Labor Storm Blog where we can post daily (and more often) human resource updates, news, and Perfect Labor Storm facts. 

What's Inside this issue of The TotalView:

1. Managing the Millennial Generation     

Remember when wearing a business suit for a job interview was the professional thing to do?  These days it's just as likely the candidate has that "Wall Street" look just to cover up those tattoos. But what happens after the suit is shed and Mr. or Ms. Millennial shows up for work?

There are 2 basic managing rules. The number one rule, according to Bruce Tulgan (author of several books on managing the different generations), for managing Generation Y is:

1. Treat Millennials like value adders from day one, not as interns or "know-nothing kids." They can't stand condescending managers and executives who are not approachable when they need their questions answered.  They want to feel like a colleague or associate, not a subordinate. Treating them respectfully, as you ask for respect in return, is key to a great relationship.  (Here's a strong suggestion: if you feel this advice is a bunch of hooey - then don't hire anyone under 35!)
2. Be flexible.  Customize schedules and work assignments. Since some Millennials are still in school or working two jobs or balancing family and work, they appreciate a manager's attempts to balance work requirements with their other commitments.
3. Provide constructive feedback consistently and often.  Don't wait for performance evaluations to tell Millennials what they're doing right or  wrong.  Tell them what they're doing well today; tell them how to improve today. That's what the best managers do:  They observe and give immediate feedback. 
4. Tie rewards and incentives to one thing only:  performance. And make sure to deliver praise, recognition, and rewards in close proximity to the contribution.
5. Facilitate helping Millennials meet their high expectations of themselves.  They want to make meaningful contributions immediately.  This is an admirable goal, and it may take some investment of your time to teach them how to get there. 

I also have a page posted on my site for several books about Managing Gen Y, Managing Gen X and Managing the Generation Mix and more. To learn more go to: Generational Style Assessment and Managing Generation books.

I've devoted several chapters in my new book, The Perfect Labor Storm 2.0, on how to recruit and work with Millenials. You can order the book at:

Another excellent book about managing different generations was published just last year by Cam Marston. I highly recommend picking up a copy of Motivating the "What's-in-it-for-Me?" Workforce.   You can order it by clicking on the following link: Motivating the "What's-in-it-for-Me?" Workforce book.

2. Perfect Labor Storm Warnings   

Every day I receive dozens of stories highlighting

another shortage of workers. Each week I'll post

one or two of the more interesting ones.  This week's

post is:

Add welders to the list of nurses, teachers and other workers who could be in short supply in just a few years.

The Miami-based American Welding Society says the nation could have a shortage of 200,000 trained welders by 2010. The society has raised about a quarter of the $10 million it wants for its welder work force development campaign.

Read more about skilled worker shortages in the NEW Perfect Labor Storm 2.0 (soft and hard cover versions)

Now on Sale!  Perfect Labor Storm 2.0 (soft and hard cover versions)  

Order today and save 25%.

NEW Chapters!  Generational Conflicts in the Workplace, Managing the Future Workforce, Attracting Young Employees in a Seller's Job Market plus hundreds of new facts, trends and stats.

View Table of Contents  

Save 25% off retail by ordering now.

Hard Cover: $29.99         Soft Cover: $19.99  

Your Price: $22.49           Your Price: $14.99

To order Perfect Labor Storm 2.0, call 800.803.4303.  Discounts for orders of 10 or more.  Specify hard or soft cover.

3. New White Paper: "Why Executive Coaching"

Whether it's due to business growth or pending

retirements, the demand for the next generation

of leaders has shifted into high gear.  As a result,

executive coaching has moved out of the board

room and into the mainstream. Once a perk

for the top executives, executive coaching today is

becoming a requirement for high-potential employees

and managers to meet the current and future demands

of the job.  

Matt Angello, founder and principal of Bright Tree Consulting Group, recently published an outstanding white paper titled "Why Executive Coaching." It's a free download which can be accessed by clicking on the following link: Why Executive Coaching.  

Success Performance Solutions is a strategic partner with Bright Tree Consulting. Ira S Wolfe, founder and president of Success Performance Solutions, serves as Bright Tree's assessment consultant.

4. Download Impact of Aging Baby Boomers Testimony 

Ira S Wolfe testified recently  in front of the PA House of Representatives Aging & Older Adult Services Committee.  Ira joined former U.S. Senator Harris Wofford, spokesperson for ExperienceWave.org, and Secretary of Aging Nora Dowd Eisenhower along with representatives from AARP and United Way. Both Ira and Sen. Wofford along with four other panelists provided testimony on the impact of the aging workforce and pending retirements on PA business.  

To download Ira's prepared testimony, click on the following:

Impact of Aging Baby Boomers in the state of PA  

PA House Aging Addendum

5.  E-Net Hire: Test Employee Attitudes Within Minutes Using The Telephone

• Lowest Cost Assessment
• Easy set-up, easier administration
• No special equipment necessary

E-Net Hire enables any hiring authority, from any location, to administer an overt integrity assessment that has been custom-tailored for that particular position, and to receive the results instantly over any phone line. Through the use of these assessments in position profiling, the likelihood of matching candidates to the position and creating an effective development strategy is enhanced.  

Learn more about E-Net Hire.

6. Speaking Schedule: Ira S Wolfe

2008:

March 4 - Hiring Right is Not Kid's Play: Fitting the Right Pegs in the Right Holes Business Solutions "On the Road"  Harrisburg Regional Chamber.  Location TBA

March 6 - National Human Resource Association, Pasadena, CA.  Breakfast Keynote: Perfect Labor Storm 2.0

May 16 - Sovereign Benefits Solutions HR Conference, Hershey PA

June 6 - CEO Roundtable, Boston MA

October (tentative) - American Staffing Association Annual Meeting - Workforce Trends That Change The Way You Will Do Business  

Call 717.291.4640 to schedule Ira for your next meeting or conference.

7. New Book: Coming Job Boom

Ira recently collaborated with Bonnie Kerrigan Snyder on a new book, The Coming Job Boom.  Bonnie is the author of The Public School Parent's Guide to Success. The Coming Job Boom is the "ying" for the "yang" of The Perfect Labor Storm.  While the Perfect Labor Storm is beginning to make managers feel like storm chasers looking for qualified workers, high school and college students must be smiling at this Upcoming Job Boom. For those young workers with the right skills and motivation, the job market will make these kids feel like  - well, like kid's in a candy store! The book release is scheduled for April 2008. Watch for more info in future newsletters.

8. Quotes from Hire Authorities

"We are drowning in information but starved for knowledge."

John Naisbitt

Permission is granted to consultants, managers, business owners and HR professionals to reproduce content from this newsletter for your internal publications, or to distribute copies to your workforce, on the condition that you reproduce the credits and contact information as follows: "Reprinted with permission from Ira S Wolfe and Success Performance Solutions. Copyright 2008 Ira S Wolfe."  We also hope you will forward the newsletter in its entirety and recommend to others that they subscribe.

Ira S. Wolfe Copyright 2007 - All Rights Reserved. Reprints and other distribution by permission