Bruce Tulgan is one of the top thinkers in the world of generational differences and intergenerational communication. In fact, he has served as a mentor to me in this space for the better part of a decade.
On his blog, Bruce recently shared this scenario:
At a major food conglomerate, summer interns are usually given an assignment, such as a big data-entry project, that they can complete during the course of their summer employment. An executive there shared with me the story of one of his latest interns. On the first day, she announced she had invented a new cereal. She had a box, complete with artwork and a bag of her cereal inside, that she called her ‘prototype.’ Clearly she had gone to great lengths, including the recipe and nutritional information and preparing a slide show. She wanted to know when she would be able to pitch her idea to senior executives. “The sooner the better,” she said.
Here’s my question: what would you do if you were this intern’s manager?
If you are a member of Gen Y yourself, you probably admire the intern’s enthusiasm and initiative but at the same time realize that she has no idea how products are actually developed in the organization. There is a lengthy and complex process involved that can’t be circumvented because a twenty-one year-old college student has an idea.
For this reason, if you are a Baby Boomer or Gen X-er, you are probably annoyed at the whole situation.
Deliver Measured Feedback
In my opinion, the right way to handle this is to praise the intern for all of the forethought and preparation she has given to her summer job. Then, you must explain exactly what her responsibilities will be, as well as the protocol for working within the organization.
Talk through how her tasks should be accomplished, giving her the freedom to be creative within certain boundaries. Encourage her to use her unique expertise and talents to make a difference one small step at a time. Make sure she goes away with an understanding of the big picture, and with the feeling that her duties will be meaningful and will add value to the company’s operations.
When it comes to this cereal prototype in particular, work with her to share the idea in a way that will be most easily accepted in the company culture. For instance, maybe there is an in-house innovation committee she can approach, or a general product development inbox for employee ideas.
Keep the Door Open
You do not want to chastise her for overstepping her bounds, or dismiss the cereal project outright. Not only will this alienate the intern and render her unproductive and sullen for the rest of the summer, but word of your bureaucratic smackdown will travel in this group of interns and possibly to future prospective interns as well.
Offer Other Networking and Learning Opportunities
It will certainly be motivating to give her an opportunity to meet senior executives, though again, you must educate her on specific dos and don’ts (and a lengthy presentation on a new cereal is probably among the don’ts). Frame this guidance by saying that you just want to help her make the best possible impression. It’s also a good idea to set up meetings with superstar employees in different areas of product development who can mentor her in this area of interest.
In summary, younger Gen Y-ers may think they are ready to run your company right away. More often than not, they have terrific ideas and bring a much-needed fresh perspective, but don’t understand who/what is involved or the best way to communicate their point of view. Give them a gentle reality check while supporting their eagerness to learn and do great work.Posted in People Management | Tagged communication, effective leadership, feedback, Generation Y, generational differences, interns, management, managing teams, Millennials, networking, office politics, relationships, Working Teams