5 strategies to increase motivation of young people in enterprises

16 June 2014 | In Curiosidades | 161 views | By

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Jovem TrabalhoDecrease the turnover Maybe it's one of the biggest challenges to leaders who deal directly with generations Y and Z. Manter essa turma motivada no trabalho enquanto o mundo abre muitas opportunities é uma tarefa complexa.

*By Maurício Sampaio

When I talk about motivation, It's not just that shot of cheer, but something that transforms and engage the youngest on the challenges and achievements of the company or team.

As an educator and vocational counselor who has been following for many years all these changes, I discovered that there are five strategies that a leader can apply to minimize this pain. However, I might point out that none of them will work if the leader doesn't provide a forecast for its led.

1 – Make assessment

Some companies invest in standardized tests. Okay, worth, but it's worth even more when a leader sitting next to a young and conducts the assessment together, guiding, listening, being his partner.

Maybe that's one of the great opportunities of, In addition to creating a bond of trust, Discover the skills, the talent, the purpose of this leading and creating a more assertive career plan.

During the process, many important things are discovered, inclusive no que a empresa e seus líderes devem investir força no development e treinamento.

2 – Discover the desire

Many leaders are betting on the wishes of their subordinates. Generation Y, for example, is known for wanting to rise rapidly in the company, have good wages and quality of life… Ok, but my question is: is it really that young talents want what the leader believe or imagine? There's only one way to know – and it's not only asking them!

A good mentor or leader who acts as coach of youth career must have a time set aside to help their subordinates to figure out really what they want – and it is not always clear to the very young. This problem is not for lack of trying to think about it or neglect, but by biological issues. For example: a young man with 21 years of age do not have the complete formation of the pre Frontal cortex, responsible for medium-and long-term planning and decision-making. So, the leader must help the beginner in this task.

3 – Setting goals and objectives

If you ask any young person today who is dissatisfied with the company or constantly changing job, can be sure that a good portion say they didn't know what would be his future and did not understand how to give the right steps to achieve them.

This is because many leaders adopt a single goal: sell increasingly! And that does not work. Sell more and have results we already know which are important and vital, but this is the end, and not the kind of. The medium must be well worked, with specific goals, clear, property, plant and equipment and certain.

For example: If the leader has in its staff a few that relate well led or are shy in presentations, He should invest efforts in develop the communication skills of these employees. Essa é uma meta de development de habilidade considerada “Soft Skills”, i.e., a skill that is not worthy of a technique and attention focused. AND, Obviously, This well worked will in final results.

4 -Repeat and create productive habits

Studies show that for a new habit or a new idea to integrate our subconscious we must repeat it by, at least, 21 days in a row. And that goes for the leader, you need to change your habits in relation to the monitoring and development of young talents and, of course, for beginners who are on your team.

Don't think or believe that there are things that work overnight. Some strategies may begin a process of rapid change, However, not effective.

So the trick is to repeat and make this systematic model, i.e., their follow-up cannot happen only once per month with those young. Should, at least, be held weekly. And in the first few weeks of implementing a closest follow-up, structured, must happen every day.

5 – Promote points of contact

Only talk to a few hours a week is not enough. Many companies have realized this and are increasingly investing in living areas, in group discussions of new ideas, in closed communities on Facebook, in leisure travel in Group, at lunch and dinner with the CEO,…

Maybe, reading this, many leaders should be thinking that will require much effort and time. And that's right! This is the new path, the new scenario, for those who want to win victories and significant results.

But, as we found with the research, everything is a matter of implementing a new habit.

About Maurício Sampaio

With more than 30 years of experience in educational area, Maurício Sampaio's educator, speaker, writer, coach e fundador do InstitutoMS. Possui pós-graduação em educação pela PUC-SP e especialização em orientação Professional para adolescentes e em Pensamento Estratégico e Gestão de Pessoas pela FGV. Exerceu o cargo de Coordenador de Programas para Juventude do Governo do Estado de São Paulo e foi mantenedor e diretor escolar. Já publicou os livros “Escolha Certa”, "Positive Influence – Parents & Kids: building a successful future "and" Career Coaching "

In Ivaiporã-PR, Computer engineer, Workgroup Administrator Tips in General. Passionate about technology and Informatics.

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