Management for the New Generation

Management, the word invented by mankind in 20th century. It has been evolving through years from micro-management, open door policy, carrot & stick, empowerment and lately, ownership. Due to uncertainty of the world economic, industries have to make changes to better enhance management efficiency and productivities.

However, there are still industries fail to catch up or develop into the next business model, such as service industry. Majority still serves the golden rule of “customer is always right” or “customer first”, and continuously matching the wants of their customer instead of needs. The greatest need of all customers is engagement, not a room upgrade, free meal or any free gift. Of course, they are something we love to have, but not need to have. We all desire to engage and form some sort of friendship while experience a service, but we often can’t, due to unhappy employees.

Executive management from service industry complains on the current workforce and blames on their ego. Needs of our younger generation are fail to observe by this industry, which conclude with short labor.

One needs to be paid fairly for the amount of work contributed, even if it is only mechanical works that require no initiative. Employees should be treated with respect through salary as well, which many insist to ignore although it was clearly stated in most of human needs theories, the need of security.

In addition, one should be given a clear path to success for the challenge face, and such path should not be recognized as a gift from the company. Company needs to grow talents in order to sustain, and talents need company as a platform to shine. It is a win-win situation. Nevertheless managers often believe there will be another talent coming on his/her way to their organization, but disregard the fact that there are a lot of platforms out there waiting for talents too.

Last, I would like to encourage executive management from service industry to start recognizing our younger generation as individuals. Respect their need of being significant; allow them to implement their own personality into their task. Your customers are craving to interact with another individual, not robots that treat them like king or queen. (Of course, there are still people who wish for such kind of attention, but trust me they are getting lesser.)

Pay your employee equitably, and allow them to fulfill both their career and personal goals at yours. You then will be rewarded financial without trouble yourself with the hack of managing your people.