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(See this e-Tip on video here) – or read on.

Employers and managers are looking for the secret sauce that will turn young recruits into the more traditional, driven professionals they could count on to work hard, aspire to significant responsibility, act like owners and stick around for at least 3 to 5 years, at which point they will have justified the organization’s investment in them.

Achieving this will require pumping up orientation programs far beyond basic logistics, technical training and employee benefits. People in a wide range of industries come to me with stories lamenting new entrants cluelessness of work behavior. Well, things are different. They were raised and educated in a much more informal environment with looser rules than older generations. Most had not been taught the ways of the typical workplace or the perspective of management. And what’s “typical” now anyway? So orientation needs a makeover.

Changes in orientation aimed at Gen Y will benefit people at all levels, even senior management, as they open their minds and participate in orientation programs. And their participation will truly raise the performance level.

As immediate takeaways for you right now, here are some topics I recommend to add to new entry orientation programs ASAP. They are appropriate for interns and people entering laterally from another organization as well as new entry-level hires.

1.      Understanding the economics of the firm or organization, and how they, personally, affect revenues and costs.

2.      Organizational values and culture.

3.      Expectations – the firm’s and yours (these must be clearly articulated)

4.      How the perceptions of others (including senior management, supervisors, colleagues, and clients)   affect career progress. This topic would cover various aspects of behavior and communication, attire, perceptions of work ethic, etc. – essentially, the components of professionalism.

5.      How to initiate conversations with more senior colleagues and mentors, and how to ask for feedback.

6.      How to channel creativity appropriately (and why certain behaviors and self-expression may hurt other people).

While I recommend this enhanced orientation begin early, it also needs to be spread out and reiterated over time to achieve the desired results.

Yes, I know this takes work and budget, but once implemented, think how much time, frustration and unsatisfactory work and do-overs it will eliminate. It will seem like a bargain!  Are you prepared for the coming influx?

Let me know what you would add or change.

Contact me for more details and to partner with you on reorienting orientation. I’m looking forward to exchanging ideas with you.

Phyllis

© Phyllis Weiss Haserot, 2012. All rights reserved.

Learn about our *Generational Wisdom for Mentors and Mentees* programs.            Call 212-593-1549 or e-mail pwhaserot@pdcounsel.com.

For coaching, training and special programs on inter-generational relations and maximizing the potential of young professionals, call or email Phyllis for an exploratory talk or complimentary coaching session at 212-593-1549 or pwhaserot@pdcounsel.com. .

We also provide *Next Generation, Next Destination* transitioning planning programs and services for baby boomer senior professionals and their firms.

Phyllis is available to speak at your organization or at firm retreats on inter-generational relations and organizational effectiveness topics. Call or e-mail for a list of topics or to custom-tailor your own.