I know that many of you, like me, spent time over the holiday weekend with friends and family relaxing and celebrating the kick-off to summer. There isn’t anything much better than hanging out with your kids—and, as my kids get older, I appreciate the freedom from worrying about their basic safety and need to be fed…how nice is it when they begin to become self reliant and independent. Ahh…I can actually breathe and maybe enjoy a conversation that lasts for more than 5 minutes without interruption.
 
However, this weekend I developed a new worry about the never-ending need for the next generation to be connected to the cyber-world. Like many of you…I love my cell phone: the access I have to all my friends, and the ability to know that if someone needs me that they can find me. I also will admit, on occasion, that I am partially engaged in what I’m doing because I have several text conversations going on while I’m in a face-to-face conversation. But, in the end…I do understand manners and when I need to be engaged in what I am doing.

  How will this affect workplaces in the years to come and my own kids' ability to succeed in them? I see that many of this next generation aren’t fully engaged in anything…but partially engaged in everything. Their lives are seen through short snippets, “Likes”, and perfectly posed pictures of the happiest of times. They judge success by who was where, and what everyone thought about it—and even delete posts when they don’t generate enough feedback.

 
The thing is, this next generation of workers is also amazingly connected and understand the quickest way to get news, spread news, and comprehend what is happening all over the world. I, for one, am energized by their knowledge, and their circles of influence.
 
Knowing these positives and negatives, how can we begin to prepare ourselves for these young adults that are going to be working at our companies in the very near future? How can we tap in to their strengths while trying to quell some of their behavioral shortcomings?     
 
Employee engagement is one of the hottest workplace topics. When talking about it, we consider the high cost of disengagement and the impact on the company. I think most of us can easily pick out a person who is disengaged in their work. But, what we have to figure out is how will we separate disengagement from distraction. I think there is quite a bit of difference, but one that will require new management techniques and behavioral coaching.

Baudville has been in business for almost 30 years, so we have a lot of expertise and insight to share with our customers on employee recognition! One of the most important tips we share with managers is that employee recognition programs need to be as dynamic as the employees they serve. To help you keep your programs fresh and exciting, we are constantly creating new recognition themes, gifts, and tools. Recently, we released two new recognition themes  and added items to our most popular lines of appreciation gifts.

In the new economy, innovation can begin anywhere.  We have always embraced new concepts of innovation and creativity through our design process, but we recently had a new experience when we were contacted by Jessica Muraco, an entrepreneurial Michigan mom with an idea for new healthcare appreciation gifts.

Back in 1987, fresh out of college and full of hope for a long and happy career, I began my job search. Looking for the perfect job where I could utilize my education and make a mark on the world, I was thrilled when I landed a position as a customer service representative. I remember my first day like it was yesterday. The owner greeted me with his three “rules” of the job, which were very simple:

1. Pick up the phone by the third ring.
2. Smile when you answer the phone.
3. Know something personal about every one of your customers.
 
At that time, being a somewhat over-confident 24 year old, I thought, “Is that the best you can come up with?” But, over time, I realized how effective his three rules were.

There is nothing like a Michigan summer to remind you of what a great state this is. The long summer days have a way of making up for all those long, cold, and snowy winter days. Unfortunately, even with our beautiful weather, this summer has had a symbolic cloud hovering daily over many of my friends and professional associates. As I am sure all of you are aware, Michigan has been one of the states most impacted by the economic crisis, and I personally know too many highly skilled people who are looking for work.
 
Having once been in similar circumstances, I’ve now made it a personal goal to connect regularly with the people I know who are back in the job market. What I’ve found to be so interesting in talking with them is that they seem to have settled into a new perspective on job hunting. While yes, there is imminent fear about financial “peace of mind”, many of them are so disillusioned by Corporate America and how disposable they were, that they appear to be more on a soul search than a job search.
 
When I ask them what they are looking for, they unanimously reply that they want to be valued and have their work matter. They don’t care what their title is, they just want to be paid fairly and be able to impact the success of the organization.
 
My question is: when the tides turn, and the job gates open, what kind of influence will this new group of hires have on the organizations where they land?

With new-found grace and appreciation for their work and the people around them, my bet is it will be profound. People with this type of perspective will end up leading an organization, managing teams, or simply contributing to a team—and bringing with them the groundwork for a “new and improved” point of view for corporations; one that puts a higher value on individual contributions, where managers and employees will recognize and be recognized for the little things.
 
I, for one, can’t wait to see how all my great friends and associates introduce the act of recognition and appreciation to their future employers!