Managing Millennials For Dummies

 
 
Standards Information Network (Verlag)
  • erschienen am 5. April 2017
  • |
  • 432 Seiten
 
E-Book | PDF mit Adobe-DRM | Systemvoraussetzungen
978-1-119-31023-5 (ISBN)
 
Everything you need to harness Millennial potential
Managing Millennials For Dummies is the field guide to people-management in the modern workplace. Packed with insight, advice, personal anecdotes, and practical guidance, this book shows you how to manage your Millennial workers and teach them how to manage themselves. You'll learn just what makes them tick--they're definitely not the workers of yesteryear--and how to uncover the deeply inspirational talent they have hiding not far below the surface. Best practices and proven strategies from Google, Netflix, LinkedIn, and other top employers provide real-world models for effective management, and new research on first-wave versus second-wave Millennials helps you parse the difference between your new hires and more experienced workers. You'll learn why flex time, social media, dress code, and organizational structure are shifting, and answer the all-important question: why won't they use the phone?
Millennials are the product of a different time, with different values, different motivations, and different wants--and in the U.S., they now make up the majority of the workforce. This book shows you how to bring out their best and discover just how much they're really capable of.
* Learn how Millennials are changing the way work gets done
* Understand new motivations, attitudes, values, and drive
* Recruit, motivate, engage, and retain incredible emerging talent
* Discover the keys to optimal Millennial management
The pop culture narrative would have us believe that Millennials are entitled, lazy, spoiled brats--but the that couldn't be further from the truth. They are the generation of change: highly adaptive, bright, and quick to take on a challenge. Like any generation of workers, performance lies in management--if you're not getting what you need from your Millennials, it's time to learn how to lead them the way they need to be led. Managing Millennials For Dummies is your handbook for allowing them to exceed your expectations.
1. Auflage
  • Englisch
  • Somerset
  • |
  • USA
John Wiley & Sons Inc
  • 19,03 MB
978-1-119-31023-5 (9781119310235)
weitere Ausgaben werden ermittelt
Hannah L. Ubl is the Research Director at BridgeWorks and transforms data into stories for the masses. Lisa X. Walden is the Communications Director at BridgeWorks where she delivers compelling, breakthrough generational content. Debra Arbit is CEO of BridgeWorks: a generational consulting company (www.generations.com).
1 - Title Page [Seite 5]
2 - Copyright Page [Seite 6]
3 - Table of Contents [Seite 9]
4 - Introduction [Seite 19]
4.1 - About This Book [Seite 20]
4.2 - Foolish Assumptions [Seite 21]
4.3 - Conventions Used in This Book [Seite 21]
4.4 - Icons Used in This Book [Seite 21]
4.5 - Beyond the Book [Seite 22]
4.6 - Where to Go from Here [Seite 22]
5 - Part 1 Getting Started with Managing Millennials [Seite 25]
5.1 - Chapter 1 Confronting the Millennial Management Challenge [Seite 27]
5.1.1 - Pinpointing Millennials on the Generational Timeline [Seite 28]
5.1.2 - Spotting the Coming Sea of Change in the Workforce [Seite 32]
5.1.2.1 - Anticipating the silver tsunami: Baby Boomer retirement [Seite 32]
5.1.2.2 - Forecasting the perfect storm of Gen X [Seite 33]
5.1.2.3 - Tracking the tidal wave of Millennials in the workforce [Seite 35]
5.1.2.4 - Anticipating Gen Edgers on the horizon [Seite 36]
5.1.3 - Getting Grounded in Millennials 101 [Seite 36]
5.1.3.1 - Identifying common traits [Seite 37]
5.1.3.2 - Identifying common values [Seite 39]
5.1.3.3 - Gaining insight into what Millennials think of themselves [Seite 39]
5.1.3.4 - Steering clear of stereotypes [Seite 40]
5.1.3.5 - Combating Millennial fatigue [Seite 42]
5.1.3.6 - Recognizing that not all Millennials are the same [Seite 42]
5.1.3.7 - Differentiating a bad employee from a Millennial [Seite 43]
5.1.4 - Identifying and Navigating Generational Clash Points [Seite 44]
5.1.5 - Discovering What Managers Love About Their Millennials [Seite 45]
5.1.6 - Paving the Path to the Workforce of the Future [Seite 46]
5.2 - Chapter 2 Harnessing Generational Theory to Guide Your Management Practice [Seite 49]
5.2.1 - Wrapping Your Brain around the Generations Topic [Seite 50]
5.2.1.1 - Divvying up what the gen topic is and isn't [Seite 50]
5.2.1.2 - Grasping the essential tenants [Seite 51]
5.2.1.3 - Classifying the different generations [Seite 53]
5.2.1.4 - Linking generations to events and conditions [Seite 54]
5.2.2 - Overcoming the "Yea, Buts. . ." [Seite 57]
5.2.2.1 - Comparing two key perspectives: Sociology versus psychology [Seite 58]
5.2.2.2 - Contrasting the concepts of life stage and generations [Seite 59]
5.2.2.3 - Understanding that the exception proves the rule [Seite 61]
5.2.2.4 - Differentiating between stereotyping and recognizing patterns [Seite 62]
5.2.2.5 - Taking the negative to a positive [Seite 63]
5.2.3 - Using Generational Theory to Build a Better Workplace [Seite 64]
5.2.3.1 - Impacting the bottom line [Seite 64]
5.2.3.2 - Turning the "what" into "so what" [Seite 66]
5.3 - Chapter 3 Breaking into the Millennial Mind [Seite 67]
5.3.1 - Viewing Millennials as Whole Beings [Seite 68]
5.3.1.1 - Differing depictions of Millennials [Seite 68]
5.3.1.2 - Finding the why behind the what [Seite 69]
5.3.2 - Why You Are Who You Are: Taking a Look at the Formative Years [Seite 70]
5.3.2.1 - Uncovering the impact of technology [Seite 72]
5.3.2.2 - Dissecting the "upgrade cycle" generation [Seite 79]
5.3.2.3 - Tracking the influence of social media: from Friendster to Snapchat [Seite 83]
5.3.3 - Checking Out the Messages that Mold Millennials [Seite 89]
5.3.3.1 - Gaining insight into the effects of the self-esteem movement [Seite 89]
5.3.3.2 - Getting behind the idea that there truly is no "I" in "team" [Seite 93]
5.3.3.3 - Globalization: Understanding a generation that knows no borders [Seite 95]
5.3.3.4 - Feeling the impact of homeland violence [Seite 97]
5.3.3.5 - Reeling from the economic roller coaster [Seite 99]
5.3.4 - Exploring Millennial Values [Seite 101]
5.3.5 - Breaking the Mold: Rejecting Millennial Stereotypes [Seite 102]
5.4 - Chapter 4 Discovering How Millennials Differ from Boomers and Gen Xers [Seite 105]
5.4.1 - Breaking into the Baby Boomer Mind [Seite 106]
5.4.1.1 - Getting the 411 on Boomers [Seite 106]
5.4.1.2 - Exploring where Baby Boomers came from (and how it compares to Millennials) [Seite 108]
5.4.1.3 - Discovering Baby Boomer workplace traits and what they mean for managers [Seite 112]
5.4.1.4 - Exploring Baby Boomer values and how they influence work style [Seite 115]
5.4.2 - Breaking into the Gen X Mind [Seite 116]
5.4.2.1 - Getting the Scoop on Generation X [Seite 116]
5.4.2.2 - Looking at where Xers came from (and comparing it to Millennials) [Seite 118]
5.4.2.3 - Discovering Xer workplace traits and what they mean for managers [Seite 120]
5.4.2.4 - Exploring Xer values and how they influence work style [Seite 123]
5.4.3 - Comparing Traits and Values Across Generations [Seite 124]
5.5 - Chapter 5 Managing through Your Generational Lens [Seite 127]
5.5.1 - The Parent Trap: What Happens When Boomers Manage Millennials [Seite 128]
5.5.1.1 - Capitalizing on the unique Boomer/ Millennial alliance in managing [Seite 130]
5.5.1.2 - Avoiding common mistakes [Seite 130]
5.5.2 - The Annoying Little Sibling: Why Xers Struggle to Manage Millennials [Seite 132]
5.5.2.1 - Taking advantage of the natural alignments of Xers and Millennials [Seite 133]
5.5.2.2 - Navigating through the inevitable collisions [Seite 134]
5.5.3 - The Twin: Why Millennials Managing Millennials Is Not All Smooth Sailing [Seite 135]
5.5.3.1 - Unleashing the power of the Millennial- Millennial relationship [Seite 136]
5.5.3.2 - Easing challenges of managing someone in your own generation [Seite 137]
6 - Part 2 Navigating Potential Clash Points [Seite 139]
6.1 - Chapter 6 Adapting to Changes in Organizational Structure . . . The World Is Flat [Seite 141]
6.1.1 - Transitioning from Hierarchy to Network [Seite 142]
6.1.1.1 - Embracing the changing nature of the org chart [Seite 144]
6.1.1.2 - Explaining to Millennials the long-standing merits of the traditional structure [Seite 146]
6.1.1.3 - Managing the generation who grew up tweeting the POTUS [Seite 147]
6.1.1.4 - Understanding the upgrade cycle at work [Seite 148]
6.1.2 - Looking at Transparency in a Networked Structure [Seite 150]
6.1.3 - Using Your Adapted Organizational Structure to Recruit, Retain, and Engage [Seite 152]
6.1.3.1 - Utilizing your brand story over brand reputation [Seite 153]
6.1.3.2 - Creating the perfect open-door policy [Seite 154]
6.1.3.3 - Inviting Millennial input from day one [Seite 155]
6.1.3.4 - Motivating through career progression without promotion [Seite 156]
6.1.3.5 - Engaging alumni employees [Seite 157]
6.1.4 - Dealing with Special Circumstances [Seite 158]
6.1.4.1 - Managing Millennials remotely [Seite 159]
6.1.4.2 - Working in an extremely traditional environment [Seite 160]
6.1.4.3 - Working in an extremely nontraditional environment [Seite 161]
6.2 - Chapter 7 Encouraging and Facilitating Collaboration - Go Team! [Seite 163]
6.2.1 - Shifting Your Perspective on Collaboration [Seite 164]
6.2.1.1 - Boomers: Come together, right now [Seite 164]
6.2.1.2 - Gen Xers: Stop, collaborate, and listen [Seite 165]
6.2.1.3 - Millennials: We belong together [Seite 165]
6.2.2 - Reconciling Differences: Independent Xers versus Collaborative Millennials [Seite 166]
6.2.2.1 - Looking through Gen Xers' eyes [Seite 167]
6.2.2.2 - Seeing Millennials' viewpoint [Seite 167]
6.2.2.3 - Finding the right ways to manage collaboration [Seite 168]
6.2.2.4 - Understanding what Millennials really want when they ask to collaborate [Seite 169]
6.2.2.5 - Helping Millennials do independent work [Seite 170]
6.2.3 - Onboarding Millennials [Seite 172]
6.2.4 - Training Millennials [Seite 174]
6.2.5 - Mentoring Millennials and Vice Versa [Seite 175]
6.2.5.1 - Checking out the Millennial mentor and mentee roles [Seite 176]
6.2.5.2 - Establishing effective mentorship guidelines [Seite 177]
6.2.5.3 - Harnessing the power of reverse mentorship [Seite 178]
6.2.6 - Building a Collaborative Infrastructure [Seite 179]
6.2.6.1 - The changing physical office space [Seite 179]
6.2.6.2 - Utilizing instant messaging as a key workplace tool [Seite 182]
6.2.6.3 - Collaborating from afar [Seite 183]
6.3 - Chapter 8 Supercharging Your Feedback Loop . . . Gold Stars Abound! [Seite 185]
6.3.1 - Giving Feedback in the Instantaneous Age [Seite 186]
6.3.1.1 - Speed: I can't wait a year for feedback [Seite 186]
6.3.1.2 - Frequency: I want to be kept in the loop [Seite 187]
6.3.1.3 - Transparency: I want the whole truth [Seite 187]
6.3.1.4 - Avoiding potential drawbacks of the instant feedback style [Seite 187]
6.3.2 - Rethinking the Review Session [Seite 188]
6.3.2.1 - Knowing what works for Millennials [Seite 189]
6.3.2.2 - Differentiating between formal and informal feedback [Seite 190]
6.3.2.3 - Determining the right frequency [Seite 192]
6.3.2.4 - Mastering the compliment sandwich (hold the cheese) [Seite 193]
6.3.2.5 - Avoiding the "participation trophy" mindset [Seite 195]
6.3.2.6 - Ditching the "but I had to figure it out on my own" mindset [Seite 196]
6.3.2.7 - What are the best of the best doing? [Seite 198]
6.3.3 - Realizing that Feedback Is a Two-Way Street [Seite 200]
6.3.3.1 - Ignoring your inner voice ("But in my day, I never gave my manager feedback!") [Seite 200]
6.3.3.2 - Soliciting valuable input [Seite 201]
6.3.3.3 - How to stop (or at least control) the floodgates [Seite 202]
6.3.4 - Acting More Like a Coach Than a Boss [Seite 203]
6.3.5 - Common Feedback Troubleshooting [Seite 203]
6.3.5.1 - Delivering tough feedback [Seite 204]
6.3.5.2 - What to do if a Millennial cries [Seite 205]
6.3.5.3 - What if Mom and Dad get involved? [Seite 206]
6.3.5.4 - I think my Millennial is about to quit . . . [Seite 207]
6.4 - Chapter 9 Motivating Millennials - Generation "Why?" [Seite 209]
6.4.1 - Managing for Meaning [Seite 210]
6.4.1.1 - Looking back across generations [Seite 210]
6.4.1.2 - Connecting the dots for Millennials [Seite 212]
6.4.1.3 - What if the job isn't particularly meaningful? [Seite 213]
6.4.1.4 - Engaging in philanthropy [Seite 214]
6.4.2 - Compensating the Noncompensation Generation [Seite 216]
6.4.2.1 - Finding out why compensation isn't enough [Seite 216]
6.4.2.2 - What is it with YOLO? [Seite 219]
6.4.3 - Rewarding Millennials [Seite 220]
6.4.3.1 - Making the most of the almighty dollar [Seite 220]
6.4.3.2 - Rewarding the individual versus the team [Seite 221]
6.4.3.3 - Finding nonmonetary rewards that motivate [Seite 222]
6.4.3.4 - Giving Millennials shareable work moments [Seite 224]
6.4.3.5 - Helping Millennials find their squad [Seite 225]
6.4.3.6 - Giving 'em a buddy [Seite 225]
6.4.3.7 - Offering up office extracurriculars [Seite 226]
6.5 - Chapter 10 Dropping Workplace Formalities: Let's Be Friends [Seite 227]
6.5.1 - Distinguishing Between Formality at Work and Work Ethic [Seite 228]
6.5.1.1 - Checking out work-ethic mindset through the ages [Seite 228]
6.5.1.2 - Unpacking the impact of dress code [Seite 230]
6.5.1.3 - Turning off the clock: The impact of work hours [Seite 234]
6.5.1.4 - Working hard or hardly working [Seite 240]
6.5.2 - Drawing the Fine Line Between Manager and Friend [Seite 241]
6.5.2.1 - Telling Millennials when it's just TMI! [Seite 242]
6.5.2.2 - Navigating social media [Seite 243]
6.5.2.3 - Explaining work social events to Millennials [Seite 243]
6.5.2.4 - Placing boundaries where needed [Seite 244]
6.5.3 - Channeling Your Inner Emily Post: Communication Etiquette [Seite 245]
6.5.3.1 - Accepting the habit of multitasking and its side effects [Seite 246]
6.5.3.2 - Understanding (and accepting) why Millennials won't pick up the phone [Seite 247]
6.5.3.3 - Figuring out who needs to adjust [Seite 249]
7 - Part 3 Accommodating Individual Differences Among the Millennial Masses [Seite 251]
7.1 - Chapter 11 Managing Millennials 'Round the World [Seite 253]
7.1.1 - Viewing Generational Theory through a Global Lens [Seite 254]
7.1.1.1 - Implications of globalization, the Internet, and technology [Seite 256]
7.1.1.2 - Noting some regional differences [Seite 258]
7.1.2 - Looking at Global Millennials' Uniting Trends and Key Differentiators [Seite 260]
7.1.2.1 - Similarities in Millennials across the globe [Seite 260]
7.1.2.2 - Distinguishing Millennial features by region [Seite 261]
7.1.3 - Tapping into the Power of Generational Theory Around the Globe [Seite 263]
7.1.3.1 - Becoming a generational expert [Seite 264]
7.1.3.2 - Honing the fine art of asking questions [Seite 264]
7.2 - Chapter 12 Adapting Your Management Style to Different Millennial Personas [Seite 267]
7.2.1 - Coping with the Needy Millennial [Seite 268]
7.2.1.1 - A portrait of a Needy Millennial [Seite 268]
7.2.1.2 - Surviving the Needy Millennial [Seite 270]
7.2.2 - Hangin' in There with the Hipster Millennial [Seite 271]
7.2.2.1 - A portrait of a Hipster Millennial [Seite 271]
7.2.2.2 - Handling the Hipster Millennial [Seite 273]
7.2.3 - Finding a Way to Deal with the Hidden Millennial [Seite 273]
7.2.3.1 - A portrait of a Hidden Millennial [Seite 274]
7.2.3.2 - Dealing with the Hidden Millennial [Seite 275]
7.2.4 - Dealing with Denial in the "I'm-Not-a-Millennial" Millennial [Seite 276]
7.2.4.1 - A portrait of the "I'm-Not-a-Millennial" Millennial [Seite 276]
7.2.4.2 - Working with the denial of the "I'm-Not-a-Millennial" Millennial [Seite 278]
7.2.5 - Preventing the Demise of the Millennial Martyr [Seite 279]
7.2.5.1 - A portrait of the Martyr Millennial [Seite 279]
7.2.5.2 - Stopping yourself from getting sucked into the Millennial Martyrdom [Seite 281]
7.3 - Chapter 13 Making Adjustments for Ages and Life Stages [Seite 283]
7.3.1 - Meeting Cusper, the Friendly Ghost [Seite 284]
7.3.1.1 - How to identify a cusper [Seite 284]
7.3.1.2 - The power of being a cusper [Seite 285]
7.3.2 - Introducing the Xer/Millennial: The Oregon Trail Generation [Seite 286]
7.3.2.1 - Exploring events and conditions [Seite 287]
7.3.2.2 - Recognizing workplace traits [Seite 287]
7.3.2.3 - Understanding key differences [Seite 288]
7.3.2.4 - Snagging management tips [Seite 289]
7.3.3 - Getting a Glimpse of the Millennial/Gen Edger: The Snapchat Generation [Seite 289]
7.3.3.1 - Exploring events and conditions [Seite 290]
7.3.3.2 - Recognizing workplace traits [Seite 291]
7.3.3.3 - Understanding key differences [Seite 292]
7.3.3.4 - Snagging management tips [Seite 292]
7.3.4 - Modifying Your Style for Old Millennials versus Young Millennials [Seite 293]
7.3.4.1 - The things that divide them [Seite 293]
7.3.4.2 - The ties that bind [Seite 294]
7.3.4.3 - The different managerial approaches [Seite 295]
7.3.5 - Meeting Millennial Parents [Seite 295]
7.3.5.1 - What does the new working mom look like? [Seite 296]
7.3.5.2 - Meet the Millennial dad: #RedefiningMasculinity [Seite 299]
7.3.5.3 - Adapting the workplace for a new brand of parent [Seite 300]
7.3.6 - DINKs: Motivating the Dual Income No Kids Subset [Seite 301]
7.4 - Chapter 14 Tailoring Your Millennial Management Style to Different Work Settings [Seite 305]
7.4.1 - Managing in Silicon Valley versus Wall Street [Seite 306]
7.4.1.1 - Viewing Silicon Valley [Seite 307]
7.4.1.2 - Weighing in on Wall Street [Seite 308]
7.4.2 - Adjusting for Blue Collar versus White Collar [Seite 311]
7.4.2.1 - Wearing a white collar [Seite 311]
7.4.2.2 - Going with a blue collar [Seite 312]
7.4.3 - Adjusting Your Style in the Arts versus the Sciences [Seite 315]
7.4.3.1 - Stirring passions in the arts field [Seite 316]
7.4.3.2 - Being mindful of the science field [Seite 317]
8 - Part 4 Gearing Up for the Coming Changes [Seite 319]
8.1 - Chapter 15 Paving the Way for Millennial Leadership [Seite 321]
8.1.1 - Grooming the Leaders to Be [Seite 322]
8.1.1.1 - Knocking down mental blocks [Seite 322]
8.1.1.2 - Where to focus now [Seite 325]
8.1.1.3 - Predicting future leadership challenges [Seite 328]
8.1.2 - Bringing Out the Best Millennial Leadership Skills [Seite 330]
8.1.2.1 - Where they will shine [Seite 331]
8.1.2.2 - Where they could coast [Seite 332]
8.1.2.3 - Where they might struggle [Seite 333]
8.1.3 - Preparing Millennials to Manage Up [Seite 333]
8.1.3.1 - Preparing to deal with potential negativity [Seite 334]
8.1.3.2 - Millennials managing Boomers [Seite 335]
8.1.3.3 - Millennials managing Xers [Seite 337]
8.1.4 - Getting Millennials Ready to Manage Across and Down [Seite 338]
8.1.4.1 - Millennials managing Millennials [Seite 338]
8.1.4.2 - Millennials managing Gen Edgers [Seite 340]
8.2 - Chapter 16 Preparing for the Next Generation in the Workplace: Gen Edge [Seite 343]
8.2.1 - Warning: This Generation Is Still in the Works [Seite 344]
8.2.1.1 - Sizing up Gen Edge [Seite 345]
8.2.1.2 - Playing the name game [Seite 346]
8.2.2 - Decoding What Gen Edge Events and Conditions Will Mean for Managers [Seite 347]
8.2.2.1 - The event that gave them an edge [Seite 348]
8.2.2.2 - The conditions that sharpened their edge [Seite 349]
8.2.3 - Adapting Your Management Style to Accommodate Gen Edge Traits [Seite 354]
8.2.4 - Getting in Their Heads and Hearts: Gen Edge Values [Seite 355]
8.2.5 - Getting a Jump on Creating a Workplace that Works for Gen Edge [Seite 356]
8.2.6 - Predicting the Future: Potential Gen Edge Clash Points [Seite 358]
8.2.6.1 - The clash - Millennials versus Gen Edge [Seite 358]
8.2.6.2 - The clash - Gen X versus Gen Edge [Seite 359]
8.2.6.3 - The clash - Baby Boomers versus Gen Edge [Seite 360]
8.3 - Chapter 17 Forecasting the Great Unknown [Seite 361]
8.3.1 - Using History to Predict the Future [Seite 362]
8.3.1.1 - Yes, the generations are cyclical [Seite 362]
8.3.1.2 - Using parenting trends to predict [Seite 364]
8.3.1.3 - Making sense of Millennial parenting and its implications for the workforce [Seite 364]
8.3.2 - Keeping Watch on Technology, Economy, and Trends [Seite 365]
8.3.2.1 - Technology [Seite 365]
8.3.2.2 - Economy [Seite 368]
8.3.2.3 - Trends [Seite 368]
8.3.3 - What We Know We Don't Know [Seite 369]
9 - Part 5 The Part of Tens [Seite 371]
9.1 - Chapter 18 Ten Things that Motivate Millennials Other than Money [Seite 373]
9.1.1 - Providing Exposure to Other People in the Organization [Seite 374]
9.1.2 - Giving a Good Old-Fashioned Thank-You [Seite 374]
9.1.3 - Tossing Out Tailored Treats [Seite 375]
9.1.4 - Having Fun with Co-Workers (Yes, That Means with You Too) [Seite 375]
9.1.5 - Showing a Path to Promotion [Seite 376]
9.1.6 - Giving More Responsibility [Seite 377]
9.1.7 - Utilizing Half-Day Fridays or Part-Time Tuesdays [Seite 378]
9.1.8 - Allocating Time for Passion Projects [Seite 379]
9.1.9 - Dressing Down the Dress Code [Seite 379]
9.1.10 - Offering Up Team Wins [Seite 380]
9.2 - Chapter 19 Ten Millennial Strengths to Capitalize On [Seite 381]
9.2.1 - Taking Advantage of Tech-Innate [Seite 382]
9.2.2 - Tuning in to Team-Focused [Seite 383]
9.2.3 - Motivating by Meaning [Seite 383]
9.2.4 - Embracing Diversity [Seite 385]
9.2.5 - Urging an Eagerness to Help [Seite 385]
9.2.6 - Capturing Innovation [Seite 386]
9.2.7 - Staying Networked [Seite 387]
9.2.8 - Recognizing a Fear of Failure [Seite 387]
9.2.9 - Showing Informality at Work [Seite 388]
9.2.10 - Being Ready for Fun [Seite 389]
9.3 - Chapter 20 Ten Millennial Stereotypes that Are Misinterpreted [Seite 391]
9.3.1 - Hating Face-to-Face Communication [Seite 392]
9.3.2 - Having the Attention Span of a Goldfish [Seite 392]
9.3.3 - Operating with No Work Ethic [Seite 393]
9.3.4 - Wanting to Have Fun All Day [Seite 394]
9.3.5 - Refusing to Do Work that Is "Beneath Them" [Seite 395]
9.3.6 - Being Young and Inexperienced [Seite 395]
9.3.7 - Fearing Going Solo [Seite 396]
9.3.8 - Thinking They're All the Same [Seite 397]
9.3.9 - Having No Ambition [Seite 398]
9.3.10 - Relying on Mom and Dad for Everything [Seite 398]
9.4 - Chapter 21 Ten Tips on How to Become the #BestBossEver [Seite 401]
9.4.1 - Asking Them Questions - All the Time [Seite 402]
9.4.2 - Learning to Like Them, Genuinely [Seite 402]
9.4.3 - Individualizing Your Approach with Each Millennial [Seite 403]
9.4.4 - Giving Them an "A" for Effort (Even if the Results Are More Like a B+) [Seite 404]
9.4.5 - Challenging Them to Do More [Seite 404]
9.4.6 - Sharing Yourself with Them (Yes, This Means Beyond Your Work-Self) [Seite 405]
9.4.7 - Giving Some Good Ol' Tough Love [Seite 405]
9.4.8 - Making Sure You Don't Let Them Down [Seite 406]
9.4.9 - Setting Clear, Structured Expectations [Seite 406]
9.4.10 - Inviting Their Input [Seite 407]
10 - Index [Seite 409]
11 - EULA [Seite 435]

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