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People and leadership issues are the number one time consuming focus of every business owner or manager. Any business is only as good as the people who are working within it. It does not happen by accident, it is planning right from the start. The most important motto a business owner can adopt when looking for people is to “hire hard and manage easy”. Business owners hiring out of “desperation” not “inspiration” will have serious challenges. The time, effort, and financial commitment it takes in hiring people who are not the right fit for your culture is too costly.

Gen Y—or those born roughly between the early 80s and the early 2000s—are often seen as doing things differently by their more established counterparts. And as we’re well aware, “different” can be challenging. They are 25% of the current population and we need to embrace new approaches.

Savvy employers are including the potential of Generation Y to make significant contributions to the success of their businesses.

Gen Y can’t be lumped into one inclusive group. However, there are certain defining characteristics of today’s younger workforce. Understanding and knowing how to empower these qualities can be infinitely beneficial to your business.

7 Benefits of Hiring Generation Y into your business according to

  1. Tech-savvy. This is the first generation to be brought up with computers. Members of Gen Y are early adopters. In fact, not only can they uncover, operate, and recommend the most advanced tools and technologies; they can teach you how to use things like content management systems and social media. This group really understands how to effectively use your LinkedIn, Facebook page, Pinterest, and Twitter. They are not afraid of Google Mobile either.
  2. Cost-effective. Compared to other populations, Generation Y appears less motivated by money. According to a 2009 online survey conducted by, 37% of employers report that “work/life balance and flexibility” is the most motivating factor for Gen Y, with only 17% claiming “compensation” as the primary driver.

Couple this with Monster’s finding that 40% of 2008 graduates still reside with their parents—and seem willing to do so for at least a bit longer—and you’ve got a group solidly linked to a high ROI.

  1. Team players. If some called Generation X “The Me Generation,” we might term Generation Y “The We Generation” for their heightened sense of community and peer-to-peer relationships. This translates into more of a group mentality and increased collaboration in the workplace…which is never bad for business.

Meanwhile, for those concerned that this cooperative spirit only extends to other Millennials, think again. By welcoming Gen Y with open arms and practicing a few creative management techniques, Generation Y can work alongside boomers just as well.

  1. Acceptance seeking. Some have termed Gen Y “The Trophy Generation” in response to the “everyone’s a winner” mentality and the endless pats on the backs associated with their upbringing.

Once again, while some see this as a negative, in effect, it can be very motivating: A need for praise and validation often facilitates effort and achievement. So, yes, this will mean they’ll need more feedback; but they’ll work hard to make sure it’s of a positive nature.

  1. Self-expressive. In the Gen Y world, Twitter has taught them to express themselves. And while their parents would have shuddered at this type of sharing, the positive effect has been a group of prospective interns who aren’t afraid to put ideas out there. In the workplace, this translates into unabashed brainstorming, generating new solutions and fresh perspectives.
  2. Conscious of the competition. Coming of age in a recession makes Gen Y more aware of job-market competition. So unlike older workers who may be more used to calling the shots in their careers, this generation counts their blessings when it comes to employment opportunities.

Essentially, they know there are more applicants than openings and that someone is always willing to take their place. Should they actually get a chance in their chosen field, they’re more likely to make the extra effort to stay there.

  1. Like any youth generation, hiring Gen Y helps keep your company up to date with social, entertainment, and other market trends. Build a relationship and offer Gen Y’ers an opportunity to grow with your organization, and they’ll reward you with continued relevance.

Employer takeaway: Don’t be fooled by bad press. True, Generation Y may be a little different. (Weren’t youwhen you entered the workforce?) But with the right attitude and appropriate management, welcoming Gen Y into your business just might make the difference between whether your company soars or stagnates.

While considering embracing Gen Y you still have to have clear expectations of exactly what you want for your team. Below are some example traits that are important for any staff no matter what their age.

15 Essential Team Member Traits

There are fifteen specific traits you need to look for in a Team Member. These should be non-negotiable. Three overview criteria for hiring are “knowledge”, “skills”, and “attitude”. We can train in the knowledge and skills arena, the team member has to come with the right attitude.

  1. Positive Outlook
  2. Desire for Continuing Education
  3. Self-Motivated, Pursuit of Excellence
  4. Honesty and Integrity.
  5. Shows up on Time
  6. Resume
  7. Detail to Service
  8. Appearance Good Image
  9. Team Player
  10. Great Communicator
  11. Handles Conflict Well
  12. Passionate About Work
  13. Open to Change/New Experiences
  14. Looking for a Career not a Job
  15. Consistent Work Habits

These characteristics build the framework of the Champion Team Member and are used to build the basis of integral interview questions and processes.

Ask yourself the following questions. What possibilities are created when you define what type of team members you are looking for? What barriers are created when there is not a framework or criteria for hiring developed? How would you stay committed in supporting your ideals when hiring? What could steer you off track and not hire the right individuals? Having answers to the questions will help you stick to your game plan and have a team of stars.


When working around the issue of recruitment the more innovative, consistent, and aggressive a business owner can be the more likely they are going to find the right kind of team members to work with them.  Hiring is a twenty four seven process and all businesses should be accepting applications and interviewing even if there are not positions currently available. Things change rapidly and you never know when the need will arise.

Before recruitment can take place the business owner needs to make sure they have the appropriate environment conducive to long term employment and the right market position to attract the ideal and best team member.


There are two specific reasons people leave companies and when you are proactive in these areas you can reduce your turnover dramatically. First, the Team Member feels disgruntled, unappreciated, unable to advance, stifled creatively, mistreated or treated unfairly. Second, the Team Member feels underpaid for the creative talent or amount of work or business he or she is providing.

How do you show genuine authentic appreciation to your team? What solutions are available to you for creating opportunities for unlimited income? How could you simply and effectively relate these ideas to your team?

Marketing Position

Three major factors in attracting your “Champion Team Member” are:

  1. Unlimited Income Earning Potential
  2. An Enjoyable Work Environment
  3. Ongoing Education

Setting Clear Expectations with an Team Member Manual and Job Description

Team members need to have clear job descriptions prior to their first day of working in the business. The job description details the duties required and what level of performance is expected.

It is important when working with staff to have conversations around expectations. People thrive when they have a structure to follow. The Team Member manual and job descriptions clearly state what is expected of them and what they can expect. There is a great benefit to producing a company manual or philosophy that details the company mission statement, policies, and rules of conduct.

When it comes to these structures ask yourself the following questions:

What are the benefits of having a Team Member manual and job description for each Team Member?

How would you hold accountability as you coach this new hire?  When having a dialogue about job descriptions listen for opportunities to ask powerful questions that will have your Team Member search deeply for what is important to them.  How will you support your Team Member to understand the importance of a commitment to excellence and how it will affect their future business?

Incentive Programs

Incentives are essential because it supports keeping the focus. Programs that are daily, weekly, or monthly at the longest work best. Incentives that are run longer can tend to lose their momentum and excitement. This is the land of instant gratification and people want rewards immediately.

Highlight some of your incentive ideas that you could relate to your team with in their business to create excitement and focus toward achieving goals.

Casual Motivation

Support your team members in highlighting their achievements and coach them in areas where they need improvement so everyone reaches their highest potential. Motivating your team is the key to moving your business forward.

The goal of casual motivation is to make an environment where everyone is there because they want to be.  Servant leadership is Team Members wanting to make you proud because you are easy to work for and you make the staff feel valued.  Casual Motivation is a “whole coaching” approach and makes the work place enjoyable and fun.  Use profiles on team members.  Hire best team members, set up parameters of expectations, coaching them, open lines of communication, establishing goals, etc.  Do not use condescension.  The boss does whatever is necessary to keep the business running smooth and is always willing to help out and solve challenges without being frustrated or dismissive.   Casual motivation starts from the top with the owner paying attention and being personable without crossing the boundary into personal lives.

Find out what motivates each individual and use that to coach him or her to victory no matter their generation.  It is important to discover each individual’s “why”.  “Why” is it important to them to be successful?  How will being successful support their life and business?  By uncovering their “why” you will clearly be in touch with what would motivate an individual to be the positive example.  The culmination of clearly defined values, personality traits, job descriptions, and incentives will ensure the greater likelihood of your having a team of Champion Team Members.


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