This week@work includes articles that echo a growing concern that we are not adequately preparing our children for the future @work, millennials expectations @work, and Amazon’s culture that just may be more in line with those expectations.
Are we teaching our children to fear failure? Contributing Atlantic writer Jessica Lahey answers the question by narrating a parent – teacher conversation. The parent is expressing a concern about a child who is achieving academically but losing the desire to learn.
“The truth—for this parent and so many others—is this: Her child has sacrificed her natural curiosity and love of learning at the altar of achievement, and it’s our fault. Marianna’s parents, her teachers, society at large—we are all implicated in this crime against learning. From her first day of school, we pointed her toward that altar and trained her to measure her progress by means of points, scores, and awards. We taught Marianna that her potential is tied to her intellect, and that her intellect is more important than her character. We taught her to come home proudly bearing As, championship trophies, and college acceptances, and we inadvertently taught her that we don’t really care how she obtains them. We taught her to protect her academic and extracurricular perfection at all costs and that it’s better to quit when things get challenging rather than risk marring that perfect record. Above all else, we taught her to fear failure. That fear is what has destroyed her love of learning.”
Innovation is the product of failure. At a time when global competition is intense, there is a shortage of the curious, the questioning.
It’s time to reevaluate our priorities and help “kids rediscover their intellectual bravery, their enthusiasm for learning, and the resilience they need in order to grow into independent, competent adults.”
What happens when these adults move into the workplace? What are their expectations?
In 2007 the Gallup Management Journal published the results of a poll of job seekers asking what was important to them in their job search.
“Nearly half of job seekers say the opportunity to learn and grow, the opportunity for advancement, and earning promotions based on merit are extremely important when looking for a job”
It follows that the quality of management and the relationship with ‘the boss’ are critical factors in recruitment and retention.
“Companies know they must offer competitive compensation packages when fighting for talented employees, and they must offer the right types of work for those seeking jobs. If they don’t revise their recruiting pitch to include concrete examples of great management, and if they don’t have great managers in the first place, then job seekers will listen to companies that do.”
Hopefully great managers will allow employees to fail. But apparently not, according to the next story about the generation we continue to label as millennials.
In a post for Inc. Chis Matyszczyk gives us four reasons these folks are leaving their jobs.
“They’ve seen what corporate life did to their parents, so they’ll take it just in small doses, thanks. They see through their bosses (and their bosses hate them for it). Millennials look at the corporate world and understand how uncertain the future is. Most of their role models got rich quick.”
If the expectation is to take corporate life in small doses, perhaps a resume should include some time at the world’s biggest retailer.
Welcome to orientation at Amazon. The ‘above the fold’ story in The New York Times today describes the corporate culture at Amazon. As all things Amazon the culture reflects the values. leadership principles and vision of Jeff Bezos.
“Amazon may be singular but perhaps not quite as peculiar as it claims. It has just been quicker in responding to changes that the rest of the work world is now experiencing: data that allows individual performance to be measured continuously, come-and-go relationships between employers and employees, and global competition in which empires rise and fall overnight. Amazon is in the vanguard of where technology wants to take the modern office: more nimble and more productive, but harsher and less forgiving.”
Key to Amazon’s success is Jeff Bezos’ realistic view of the new employer-employee contract – one based on mutual utility.
“…he was able to envision a new kind of workplace: fluid but tough, with employees staying only a short time and employers demanding the maximum.”
A few additional articles from the week@work:
‘Design As Strategy’ Adi Ignatius for The Harvard Business Review, September 2015 issue: “…illustrates some of the ways design thinking is starting to power corporate strategy.”
‘The Perils of Ever-Changing Work Schedules Extend to Children’s Well-Being‘ Noam Scheiber for The New York Times, 8/12: “A growing body of research suggests that children’s language and problem-solving skills may suffer as a result of their parents’ problematic schedules, and that they may be more likely than other children to smoke and drink when they are older.”
‘The Makeup Tax’ Olga Khazan The Atlantic 8/5 “Years of research has shown that attractive people earn more. Thus, the makeup tax: Good-looking men and good-looking women both get ahead, but men aren’t expected to wear makeup in order to look good.”