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Re-Sending Generation Y, Part 3/5: Great Expectations for the Workplace

Whenever I have a temp-to-hire or direct hire candidate going into a formal interview with my clients, the younger candidates always ask what is expected of them.  I tell them that they need to conduct themselves positively and in the best light, while also maintaining honest integrity and professionalism.  When the time comes for an interview, it is up to the applicant to determine what is expected of them, based on both the questions asked by the hiring manager as well as questions posed to the hiring manager.

But when a job offer comes along, it is up to the manager to make it clear what is expected of the new hire, right from the beginning.  It is also the manager’s responsibility to clarify what the new hire can expect of the manager, the position, and the company.  Too often, we assume the other party has a good idea of what is wanted and unknown expectations cause too much workplace animosity.

At times, I’ve believed that my managers ask too much of me; that their expectations are too great.  Other Generation Y-ers just up and quit at this point, or at the least begin polishing their resumes for new jobs.  When you’re faced with what you believe are unrealistic expectations, try to do one of two things.  You can go right to the manager, and innocently suggest a bit of guidance in completing the task or better understanding what is wanted and by when.

For those of you (like me) who aren’t always as brave, the second option is much easier.  Find a mentor in the office who can guide you, but isn’t going to do the work for you.  You have to challenge yourself to grow in the company, and having that extra person there to coach and teach you will always help you erase your self-doubt when faced with a seemingly impossible task.  You don’t want to become dependent on the mentor, but you do want to use their experience with the company and in personal development, to expand your abilities and develop your potential as an asset to the company.

I would also encourage managers to take the proactive approach and setting up new hires with a mentor right away. Mentorship programs will lead to better retention of employees and a reduction in younger employees jumping ship.