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Ryan Paugh graduated from Penn State in 2006 with a Bachelor's Degree in Journalism and a minor in Business. After working in corporate communications, freelance writing and reporting, he co-founded 
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New here? Employee Evolution is a blog written by Ryan Healy. Ryan is a Co-Founder of Brazen Careerist, the webs #1 social network for young professionals. Ryan speaks with organizations on best practices for recruiting and retaining Generation Y and how to effectively use social media to reach your target market. To contact Ryan, please visit our contact page.
About a month ago, I began facilitating a training seminar for managers in my organization. The industry was going through some big changes, hence, we needed to begin to rethink the way we did business. Most of the managers at this seminar had been working for the company for over ten years; they didn’t want to change…
“Why the hell do we need to change now?” they asked.
After spending a decade perfecting their rhythm, I see the frustration that comes with the beat of a new drum. Imagine finding the “sweet spot” in your bed, then getting the covers ripped off of your back…change is an ugly process.
The great thing about the seminar was despite the fact that the company was going to evolve whether they liked it or not, everyone had a chance to challenge the new model without the fear of retribution. In fact, it was encouraged
“We’re not children,” one of my colleagues pointed out. “As adults, we rationalize through asking questions and challenging authority.” The important thing, as I see it, is to remember to still show respect to one another when doing so.
Facing a generation of young workers attempting to challenge the status quo of corporate life is a stickier situation. Instead of change being initiated from the top down, we’re attempting to restructure from the bottom up. But the code of conduct should remain the same.
Millennials have the right to challenge traditional views without condescension. “You need to grow up,” is no longer an acceptable answer. We’re adults, and expect the same level of respect that is customary in our society.
The community of dialogue we create together is the same as the business seminar I helped facilitate, it’s just easier to be an asshole online. And that’s good and bad. The good part is that nobody holds back, I like knowing exactly how people feel – leave the BS at the door. The bad part is, some people are just angry at their own lives and want to take it out on someone else. I hope that we can find it in our hearts to ignore these idiots…
With that said, I anticipate a good challenge. A good answer isn’t as simple as one man’s grand idea. It’s about a community of dialogue. Change is an ugly process, but by talking to each other, and not being juvenile, we can learn to coexist in a workplace environment that suits everyone. Phone cards.
Leave your thoughts here. (9 responses)
- 1 Pingback on May 9th, 2007 at 3:28 pm
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Ryan,
Well said and great point. Change isn’t easy nor should it be. I also like the fact that you stress change as a community responsibility versus an individual one. Great thoughts.
Change is inevitible but to grow with it is an “Opportunity’
Absolutely!
-Ryan Paugh
Change is the only thing that remains the same in business. I work for the Federal Government as a business analyst. My job is to improve processes and promote change to our region. I’ll admit, I’ve been lucky. I’ve had full support and have been able to rewrite several regional policies in my first year here. If you’re are looking for a way to do change, I would suggest doing a business case analysis and getting as many senior level people involved as possible. It’s what is currently working for me. If it works in the public sector it will definitely work in the private sector!
Your site is perfect!
Our 7 year old telecom company has gone through nothing but change; how do you fight that kind of fatigue?
Our leadership changed over a year ago and much has stabilized, and I see trends toward real growth as an operational organization (no longer a start up). The problem is getting messages through to employees who are exhausted with change, cynical about the goodness potential of change,etc. thoughts?