Ah, young people. A breath of fresh air, exuberance, energy . . . and ten very common workplace mistakes. Here, in summary format, are five of the Top Ten Mistakes Young People Make at Work and my advice on how you might avoid them. Print this out, highlight it and place it on that new guy’s desk. (Really. How else is he going to know?)

Curtain

The mistake is not remembering that you are “on” every minute that you are on work property or with coworkers or customers. People are watching what you do, listening to what you say and probably someone in IT is harvesting content of the e-mails, texts and IMs you send. While the curtain is up, you are being paid to play a role. Play it and stay in character.

My Way or the Highway

The mistake is not being open to the ideas of other people. Like the spoiled petulant celebrity (or child) who throws a tantrum when she doesn’t get her way, less mature employees see only one way forward in most situations – theirs. You’ll be most successful if you realize that your way is one way but there are other ways that might work too.

Blah, Blah, Blah

The mistake is not monitoring how you share your opinions with your colleagues. People of any age typically pay closest attention to what you say only when they feel your ramblings have something to do with them personally. Instead of droning on and on, frame your thoughts (concisely) by thinking about what matters to your colleagues. They’ll perk up when you show that you know it’s not all about you.

Wolves in Sheep’s Clothing

The mistake is you believing that every coworker has your best interests at heart. Uh, no. That’s typically not how it works. Most of your colleagues are probably kind, honest and worthy of your trust. But chances are there is a handful that will use what you tell them to further their causes, not yours. Listen to your gut and watch who you trust. Don’t get in the middle of someone else’s power play.

I (Don’t) Wanna Hold Your Hand

The most common mistake business leaders tell me young people make is this one – not taking initiative but instead waiting to be told what to do. This tendency is predictable; after all, recent college grads have been taking orders from teachers for 16 years or more. But in the post-education work world, taking initiative wisely will set you apart faster than anything else will. Size up the situation, do your research but then move ahead and take action. Your coworkers will appreciate your tenacity; at least, most of them will.

That’s five of the Top Ten Mistakes Young People Make at Work. The other five are coming soon.  Until next time, why don’t all of us, no matter what our ages, purge these mistakes from our work lives? Hey, I’m feeling younger already!

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Jean Houston Shore works with organizations that want their people to work together better. She can be reached at 770-643-9724, by email at jean@thinkbusiness.com or through her website at www.working-together-better.com. Ask for your free copy of her book Working Together Better.

Copyright © 2010, Jean Houston Shore, Business Resource Group. All Rights Reserved Internationally. No portion may be reprinted or used without prior written permission.

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So let’s say you’ve read Parts 1 and 2 of this article series and you’ve thought carefully about the situation from all angles. Here’s your task list for managing the situation effectively.

Ways to Make It Work

If you and your friend decide to move forward with transforming your personal friendship into a professional relationship, here are some tips for making it work:

• Avoid the temptation to hide your pre-existing relationship from other workers. While simply pretending there is no entanglement might seem expedient, you’ll likely be found out. Not disclosing the relationship will destroy the trust others have placed in both of you. Don’t hide the facts.
• Let the new hire stand on his own and encourage him to prove his qualifications as quickly as possible. Instruct him to get up to speed as fast as he can. Tell team members to expect him to contribute. If practical, assign a team member to acclimate him to the work processes; do not give him special treatment or more-than-usual personalized attention.
• Jointly define new boundaries with your friend and his spouse about what will and will not be discussed in personal friendship time. Recognize that one employee’s spouse may speak too freely to the other employee’s spouse and jeopardize both the work and personal relationships. Strictly honor these new boundaries.
• Also define what is and is not appropriate communication during work time. The pranks, lightheartedness and fun that characterize friendships can seriously confuse established work patterns and undermine credibility if others perceive that professionalism is lacking between the two of you.
• Monitor the impact that the new hire (your friend) is having on the workplace. Give feedback to him or to others if things are not going well.
• Agree in advance to let the friendship and/or the working relationship end with dignity and honor if it must. Commit to one another that, even if things do not work out as well as hoped, both of you will refer to one another respectfully and with gratefulness for having explored the opportunity.

While many studies show the mental and physical benefits of social connectedness, recent research shows that the average Americans’ circle of friends continues to shrink. If the friend who is hinting that he’d like a job is one of your inner circle, a confidant with whom you’d discuss important personal matters, use caution when putting that relationship at risk.

Please share your comments. And keep on Working Together Better!

–Jean

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Jean Houston Shore works with organizations that want their people to work together better. She can be reached at 770-643-9724, by email at jean@thinkbusiness.com or through her website at www.working-together-better.com.

Copyright © 2010, Jean Houston Shore, Business Resource Group. All Rights Reserved Internationally. No portion may be reprinted or used without prior written permission.

In over twenty years of working with clients in various industries, I’ve seen some of the same problems pop up over and over. This blog will allow me to share some of those problems (and their potential solutions) with a wider audience. Feel free to comment here, whether you agree or disagree with my conclusions.Some of the topics I expect to cover are:

• Leadership (When Leaders Fail to Lead)
• Coping Skills (How Those Who Fail To Cope Affect All of Us)
• Feedback (The Magic of Making Teams Work)
• Performance Measures (Why Measuring the Right Things May Not Be Easy)
• Motivation (How to Engage Employees So They Are Productive and Happy)
• Reward and Recognition (How Handling These Things Poorly Wastes Everyone’s Time)

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