Ask Tammy
Facing a career decision? Puzzled by a co-worker’s point of view? Struggling with a specific workplace dilemma? Looking for ways to improving engagement, collaboration, or innovation within your organization? Wanting to learn more about something I said in one of my books?
I’ll do my best to offer some suggestions, if you “Ask Tammy.”
Q&A: Gen Y Seeking Feedback
Hi there,
I started working about a year ago and in the last 3 months even though I’ve been working about 14 hour days, now I feel quality of my work is suffering. I understand I need a break. I have not faced any failures but it seems to give me a constant feeling that I am not doing good. It’s crazy with the shrinking resources, but fortunate to have a temp work for me. He’s from the same school I went to. My boss hired him per my recommendation.
I feel the need for a feedback. I also want to sit down and explain areas where I think I have failed and work on my weaknesses. There seems to be no clarity on what projects am I going to handle next.
How can I ask my manager where she’s going to put me next, as I perform well when I know what expecations are?
Nick
Hi Nick—
First, you’re not alone. Many new employees, members of Gen Y, are hungry for more feedback.
The problem is that “feedback” for many older employees tends to be associated with an unpleasant experience—it often implies a judgement, an assessment, a criticism. And many tend to do it as infrequently as possible.
You’re looking for something quite different—guidance, clarity, advice on how to be more effective.
My basic advice is that you make your request as clearly as possible. Don’t use the word “feedback.” Ask your boss to spend some time coaching you or sharing some tips with you about how you can be more effective. Don’t approach the conversation with the thought that you need to explain areas where you feel you’ve failed. Instead, ask your boss for some tips on how you could have done those things better. Keep it positive and learning oriented.
Good luck!
Warmly,
Tammy
Filed under: Interactions with Your Manager | Published: 01/15/11
Q&A: Sources of Information on Generational Diversity
Hello, I attended a recent online class that you presented for AT&T that dicussed the various generations. I would like to share that information and have a discussion with some non-AT&T folks. Where can I find that information or an audio CD or DVD with you discussing the topic of Diversity in the workforce?
Thanks,
Yvonne
Hi Yvonne,
I’m so glad that you found the session useful.
I cover this information in my three books, each written to a specific generation:
Retire Retirement —for Boomers
What’s Next, Gen X?—for X’ers
Plugged In —for Y’s
I also write frequently for Harvard Business Publishing—links to blogs, articles and an online course can be found there.
I hope this helps. Thank you again for your note.
Tammy
Filed under: Information on Tammy | Published: 01/15/11
Q&A: External Mentoring Options for Boomers
As Baby Boomers start to leave the workforce by their own choice or maybe not, what advice would you give somebody who wants to start a mentoring program external to a company? I see the effectiveness of networking but could see the next logical step being sharing knowledge and experience. Valuable business knowledge is out there. What’s the best way to tap into it?
Jeff
Hi Jeff—
Are you looking to tap into a mentoring program or start one to benefit others?
In either case, I think the key is to think in terms of mechanisms to share knowledge and experience, as you note. If you’re looking to tap into such a network, join any professional organizations that may be relevant to your interests—professional societies, alumni organizations, community based business groups and so on, can all provide valuable contacts and put you in touch with individuals with the type of knowledge and experience you’ll need to pursue your next phase goals. Over time, some of these relationships may turn into more traditional “mentoring” relationships, but, even if they don’t, you’ll have a rich network of contacts.
If your goal is to start a mentoring program, think in terms of creating a forum or network that will attract people with shared interests.
I hope this helps.
All the best,
Tammy
Filed under: Career Strategies | Published: 01/15/11
Q&A: The Implications of Widely Available Information on the Generations
I enjoyed your session.
If you take your age groups and run a line down the middle. This line is “We now know the price of everything via the internet.†We know what everyone’s house cost—car, boat and everything they own is. We can also figure out about how much every one makes.
So now your example you have a promotion with relocation is skewed. I will look up and see exactly what it costs to live there during my thought process. I will also be able to study the community and know every thing about the area in minutes. I think the knowledge of the price of what everything is affecting the economy in a new way. If someone is laid off they will not relocate so quickly to an area that is doing better.
Before the internet we would go for it with confidence and make the best of it. Now we will hesitate and might not risk as much with this new information we have. I am just wondering if you think this knowledge is changing us.
Thanks
Mark
Hi Mark—
Yes, I think you are absolutely right. There’s no doubt that access to widely-available information is changing behavior. One of the key traits I list for members of Generation X is “information savvy.” By this I mean that members of this generation are far less likely to take the word of someone in authority on any topic—they will double-check it through their own channels. This applies to the cost of relocation, as you suggest, and to many other activities in the workplace, including the best way to approach a particular task, the most reputable data, and so on.
Thanks for your comment.
Warmly,
Tammy
Filed under: Comparisons Among the Generations | Published: 01/15/11
Q&A: Mentoring within Universities
Hi Tammy,
I came accross your blog in HBR (Give a Gift ....) and really appreciate the tips you provided. I think it will work.
These days I am busy to introduce mentoring to university students, while I found it quite struggling to reach individuals, I approached the top management of a university (my idea is to try one university first than several), then it will be promoted through its career centre. My objective is actually to help as many as individuals (univ. students in this case) to know what they want, a lot of students just enjoying their time at college without having any specific plan on what to do after graduation. It is true for students with high or lower GPA.
Unfortunately mentoring is still not popular and the lecturers and/or university staff members does not have any idea about this. Well, throughout their lives sure they do have informal mentors, but it takes time for me to explain so that they can realise the needs for the students to have strong will and find ways to realise what they want (one of them is by having valuable conversation/relationship with mentors).
Having said that, I am seeking your opinion as now I am a bit confused about what to do to continue with introducing this concept. I am thinking of using social media (FB and/or Twitter) to sell the idea as I have been waiting for quite sometimes for more traditional way of introduction, i.e., through seminar or discussion with this university students, and there is no progress yet.
Any thought is appreciated. Thanks a lot.
Eridani
Dear Eridani,
I very much commend you for the goals of your work.
My suggestion is that you turn your approach “inside-out.” In other words, rather than trying to assign mentors to students, focus on making knowledable people available to the students as needed. Publicize the types of information/ expertise each mentor has to offer and encourage the students to reach out to individuals in areas related to their needs or interests.
Best wishes for success,
Tammy
Filed under: Generation Y | Published: 01/15/11
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