As a Millennial begins to take over an upper management position, they will always get these types of questions: “You look too young to be in that position,” or “Jeez, when did you graduate from college?” or “Well, when I was your age…” With the market changing, it isn’t a shock anymore that many young professionals have started to step up to the plate to take over different managerial positions. So, how supportive should upper management be when these occurrences take place?
Not everyone in the office will be welcoming the young new hire because, in the eyes of someone who has been working at the same company for a while, they would think they could do a better job than someone new. This is when management comes in to help educate others on why this is a positive impact on the company and the smartest way to go about this.
For a determined young professional, taking that big step of managing many people and making big decisions can be stressful. The most important thing is to make sure they are educated and prepared in their area of responsibility. It is always reassuring to see a new hire with a list of suggestions or solutions to a model for the executive team. The work environment will be tough, so having someone on board with an “I CAN DO THIS” attitude is very important because it not only helps alleviate stress in the workspace, but it also gives comfort to your employees.
What helps staff feel involved with the company and new hires?
leadership position, it is important to exemplify to your staff how much you appreciate their work. Speaking respectfully and encouraging them in a work/life aspect will show them that you are trying to be their friend and want to have that company/family dynamic that everyone strives to be a part of. This allows for staff to feel as if they are on the same level as you, and will be more willing to communicate and ask for help a lot easier. Another way to establish your leadership is to attend many different company events to show that you are invested in the company values and to make memories with the staff. It also helps for a new hire to observe how staff members communicate with one another. An example of an event that selected young professionals have the opportunity to attend is Crash the GAC. With the age limit of 35 years and younger, this event allows the young professionals to meet with credit union executives and leaders from all across the country to learn and hear what legislators and policymakers are saying about the industry. Building connections with many leaders during the event is also a great way to befriend them and learn from their past experiences. Having the ability to attend an event like the Crash is truly an experience every young professional will hope to achieve, and it will allow them to grasp information to take back with them to the credit union.
>Hiring a young professional is a great idea for many reasons. They will be up to date with any new technological devices that have emerged, new trends, new lingo, and will have a new work style in getting things organized and precise. Some staff/managers are nervous about making new changes due to not knowing the future of company sales, so having a new set of eyes will allow for changes to occur more seamlessly. No one wants to work in an outdated work environment that doesn’t accept new challenges. Having someone young in management will allow for growth, both in the company and for the new hire. This will also allow for greater opportunities to hire many other talented workers and work with higher revenue companies. A statistic we found from Dynamic Signal states, “Millennials already are the largest segment in the workplace. Within the next two years, 50 percent of the U.S. workforce is expected to be made up of Millennials. It will be 75 percent by 2030, according to the U.S. Bureau of Labor Statistics .” With the percentages continually rising, it isn’t a shock to see that many young professionals take that step.
Whether or not you are reading about the credit union industry, we can guarantee that there will always be an article about recent promotions. Credit Union Times posted a few articles about young professionals from different credit unions who got promoted to a higher managerial position. Point West Credit Union promoted Steve Pagenstecher to COO as he served as Vice President of Member Experience before that, Julie Kreinberg was appointed CEO of Zeal Credit Union, where she has 25 years of leadership experience, Keith Edwards was hired as the new Vice President of Finance for LGE Community Credit Union and had 20 years of experience in the industry, and lastly, Kelly Robbert was hired as the new SVP/COO for Firefly Credit Union.
Being focused is one thing, but being confident is what sets one person apart from everyone else. Someone who knows what they want has certain goals in mind, is open-minded, friendly, and not scared of change will make a perfect hire for any company. We at Oak Tree know and understand the positive impact it will have on any company to not only hire a young professional but to have compliant forms supplied by Oak Tree. By being a credit union forms vendor for over 37 years, we understand that many credit unions get caught up in sticking to the forms they have already implemented into their credit unions. BUT, we do want to say that change is good, and we fully support that! Forms are your credit union’s tools of the trade, and we want your credit union and members to feel confident.
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