In my previous HR post, I mention organizations and companies need to have a divide and conquer strategy to maximize their revenue. That is the employers biggest adjustment to today’s market. For current and potential employees: expanding their skill set.
Up and coming workers (interns and entry-level employees) come in to learn more about the industry and decide if they want to stick with their career path. There will be some who already know what they want to do, but most prefer working for a company because of their history and work culture and have no clue what they want to do. It brought to my attention what companies need to do: just have interns and office coordinators and don’t put labels on them early.
The young workers are different in this generation because Gen Y are naive but energetic and they can handle multiple areas (i.e. business development and literature, media and accounting, etc.). The person has a lot of stuff to carry on their minds and they might burnout if not done properly. What should employers do with all this potential? Have them do it all.
No, the person should not do all the jobs simultaneously, but the person should have one week to explore the different departments and decide where they want to go. Employers must be like parents and see what the person does best and the person tells their employer what job makes them comfortable. Employers must be open minded and give the up and coming workers options so they don’t get stuck in a box.
The only problem is what if there are many people who want to go to one department? That is why labels are thrown out so everyone would try each department. The up and coming employees are there to learn about how the company functions and be understudies. It is also a great learning experience for up and coming workers on how each department functions because one way or another, you have to face each department in your career.
After it’s all said and done, if the person wants to stay but does not know about their role, put them in a office coordinator/manager role. The office coordinator/manager is an equivalent to a utility player in baseball or an all-purpose player in football. The person has all the talent but it will take a an x amount of time to see where exactly they want to head at.
This is an all-win, no lose situation for both the employer and employee. For the employer, they mold an up and comer and can promote their workplace culture through references and word of mouth. For the employee, they get their feet wet and have vast knowledge of how each division works, which will be valuable down the line in their careers.
There will be superstars, there will be role players, and there will be your headcases in your organization. However, it all starts at the bottom with your up and coming workers and how will employers build them up to be future superstars and special role players. It’s alright to be good at one thing, but it’s better to know what everything is going on.