Pages

What's Up with Gen Z?

Minggu, 30 Juni 2024


 
A while back in a WhatsApp group, some HR professionals were chatting about some hot topics. The discussion ranged from Trapera to Gen Z issues in Indonesia.

One hot topic was how hard it is for Gen Z to get jobs these days. The big question was, is it because Gen Z is tough to work with, or are the work environments just outdated post-COVID?

When we say "majority" here, we mean most of Gen Z, not all. Some people think Gen Z is a bunch of spoiled, weak kids. Someone even said, "Maybe we should avoid hiring Gen Z for now; they all seem to have the same issues." The issue is that most Gen Z folks struggle to adapt to older colleagues, always want to be understood, need constant direction, and quickly show dissatisfaction with their jobs, often complaining.

Many companies are finding it tough to adapt to Gen Z. They’ve grown up with rapidly advancing tech—like the internet, social media, and online marketplaces. They’re creative, but the key thing they need is a good attitude. They need to listen and put their egos aside.

On the flip side, companies need to understand that Gen Z brings new perspectives that can be valuable. They're usually more tech-savvy, quick to adapt to digital tools, and have fresh, out-of-the-box ideas.

So, maybe the solution isn’t to avoid hiring Gen Z, but to find ways to integrate them into a supportive and inclusive work environment. Companies could offer soft skills training to help Gen Z tackle workplace challenges while giving them space to express their creativity and innovation.

The bottom line is that succeeding with Gen Z is all about balance—creating a work environment that meets their expectations while encouraging them to develop the professionalism needed in the workplace. It's all about mutual understanding and adaptation to ensure a harmonious and productive work environment.

A Review of 'Giving Effective Feedback’

Selasa, 30 April 2024



Recently, I finished reading a book from the Harvard Business Review titled "Giving Effective Feedback", and below is my review of the book. I recommended this book to read because it’s easy to read and the material is organized and clear.

Feedback is something that helps to enchance communication and relationship positively if we do it correctly.  If we do incorrectly, it can backfire and permanently damage the communication. Giving feedback is askin a negotiation – it is a daunting task which needs to be handled tactfully.  Both parties need to be consonance.

Feedback intended to help recipient to change or adjust practices when the current ones aren’t  working. Therefore giving effective feedback becomes critical. The objectives of feedback conversation is to reinforce positive behavior or improve performance.

The book provides a clear guidelines and difference betwed feedback, coaching and performance Appraisal. Feedback discussion giving us opportunity to share the observations with others about the performance and behavior.

Some of the points that needs to be followed during feed back are:

  • Active Listening
  •  Monitoring the reactions
  • Pharaphrase the recepient

One should also keep in mind that Feedback is not a cure-all for workplace ills. The books also provides guide on providing feedcask to high performers, difficult conversations and feedback to boss and tips on giving positive feedback publicly.

Difference between Feedback, Coaching and Performance Appraisal

·       Feedback                                :  To reinforce or change behavior

·       Coaching                                : To improve skills

·       Performance Appraisals         : To evaluate past work

Feedback – Deliver right time, frequently , and in context

Don’t give feedback when

  • We don’t have all the information about given incident
  • When the person who needs the feedback is highly emotional or vulnerable
  • When you don’t have to time to deliver the feedback in a calm and througn manner
  • When the feedback is based on personal preference and not a need formmore effective behavior
  • When we have not yet formulated possible solution to help the recipient move forward

 

 
FREE BLOGGER TEMPLATE BY DESIGNER BLOGS