Rise of AR & VR in Recruitment

Wednesday, February 27th, 2019|

Virtual reality, augmented reality, and other emerging exponential technologies have the potential to change the ways we work together and do business. As they become permanent fixtures in our technological landscape, these new tools will enhance and influence the reality of how managers and recruiters hire, train, and build teams.

VR, AR and the like will create exciting possibilities in recruitment, for those who know how to best make use of them.

Recruitment Made Immersively

Job interviews, particularly for offsite or virtual positions, will increasingly be conducted using AR and VR. Such interview experiences can be more exciting and engaging for candidates than a standard skills assessment or phone screen. They can also allow recruiters to better predict which candidates possess the right “soft skills” and intangible qualities that might make them the ideal match for a position.

VR experiences, as part of a well-rounded interview process, can help determine how different candidates may react to real-life on-the-job challenges, or gauge their comfort level in difficult situations.

Exciting interactive experiences can provide a huge advantage at job fairs, trade shows, and in other highly stimulating environments where candidates’ attention comes at a premium. VR and AR can also be used to stage immersive virtual office tours, so candidates can get vivid, three-dimensional awareness of what it’s actually like to work in the employer’s environment.

Gamification

When hiring for positions in web development, engineering, marketing, and other fields requiring some tech savvy and a level of comfort in the digital realm, some businesses and hiring managers are experimenting with cutting-edge recruiting and application practices. A few are turning their hiring processes into games. The applications of AR, VR, and other immersive technologies in gamified recruiting and onboarding could set off a wave of HR creativity and ingenuity.

In one high-profile example, the auto company Jaguar Land Rover joined forces with the experimental pop group Gorillaz on a recruiting app. This had some success at finding fresh engineering talent and the publicity doesn’t hurt, either! This savvy stunt could prove to be a watershed moment in technical and creative recruiting.

Mobile Recruiting

Nine out of ten job hunters now make use of mobile devices during the course of a job search. It is imperative that hiring managers and recruiters provide first-rate mobile experiences to draw in the best talent.

For mobile recruiting, AR is particularly promising. Imagine being able to engage with potential candidates as they walk past your offices, or test their aptitude for crucial tasks as they tour your facilities.

Assessments and Training

AR and VR can also be of use during onboarding and training and well beyond. They can accelerate a new hire’s acclimation to new responsibilities, help teach and test specialized skills, and keep your team safe and well-informed on the job.

AR, VR, and their technological cousins are already becoming parts of the fabric of how we live, work, communicate, and collaborate. Used to their full potential, they can streamline your management procedures and help you take your team to the next level.

At Artisan Creative, we’ve seen the workplace change in myriad ways, and we’ve seen some patterns stay consistent. Contact us today to discover what exciting opportunities are in store for your team, your business, and your world.

Selecting Your Recruitment Partner

Wednesday, January 23rd, 2019|

Challenges around staffing, hiring, and human resources are ever-changing. They take time, money, know-how, and people power. Sometimes they can distract from other priorities your team needs to be focusing on. That’s why many businesses work with recruiting partners, outside agents with specific experience in finding, vetting and placing talented job-seekers.

As a business decision-maker, you have a range of recruiting partners to choose from. When evaluating your options, it’s crucial to ask the right questions in order to find the recruiters and agencies that best suit your needs.

Specific Industry Focus

To get the best results for your search and to fill the roles you need to fill, specificity is your friend. For every industry, there are recruiters who exclusively focus on that area. For example, if you are focused on creative work, your most effective partner is one who lives in the creative space, who knows how that world works and thrives in the creative culture and lifestyle. This holds true for whatever business you’re in. You may decide to work with a generalist agency with different areas of focus, make sure the people you engage with directly have an intimate understanding of your work and the people who do it.

Track Record of Success

Good recruiting partners take pride in the work they’ve done for other clients. When gauging potential partners, check out testimonials on the web or ask your peers and colleagues for advice and referrals. If you’re unsure, schedule a call or meeting and ask for years of experience, case studies, processes and results for roles similar to yours.

The Candidate’s Perspective

When evaluating how a recruiting partner picks and matches their talent, consider the candidate’s point of view. Are the recruiter’s processes optimized to bring on board and successfully vet that specific skillset? Does the recruiting firm’s core values, culture, marketing, and mission fit with the attitudes of the talent you want to attract? If you need candidates with particular skills, or who can pass a particular background check, can you rely on this agency’s expertise to bring you those candidates? Connect with someone who is an expert in searching for candidates you’ll love to hire.

Harmony of Process

When considering a recruiting partner, find one with a rich talent pool of readily available candidates, as that’s only half the battle. You’ll also want to ensure that the recruiters understand the rhythms of your hiring process and can work smoothly on your terms. Will you need to staff up quickly on short notice? Your recruiting partner should be able to find and vet appropriate talent on tight turnarounds. Do you favor a slower, more thorough hiring process, with multiple rounds of interviews? Look for a recruiting partner who will work with you diligently to find the exact talent you need. Would you rather outsource an entire project to an external team? Make sure your recruiters have the connections in place to make that happen.

Get It in Writing

Feel free to ask tough questions of your potential partners, and make sure you’re both clear and concrete on all details and machinations of your agreement. How does the process work? How is communication handled between you, your recruiting partner, and the people they place with you? If difficulties arise, who takes responsibility for what? Business relationships go best when everyone is in sync from the start. Good recruiting partners will align with your values, answer all your questions in the spirit of full transparency.

At Artisan Creative, we have 23+ years of experience in creative and marketing talent, a strong network of a.players, and a passion for exceeding client expectations. Contact us today to start the conversation.

We hope you’ve enjoyed our 506th a.blog

Workplace Trends in 2019

Wednesday, January 16th, 2019|

Every day new talent enters the workforce, with new skills, new experiences, and even new expectations. Various industries will become more diverse, others will hang on as long as they can before they disappear. Innovations in technology will impact our careers and our lives.

A new year brings new changes. Existing currents will strengthen, fade, or continue. Here are five trends that we believe will shape the workplace in 2019 and beyond. These are already in progress.

Emphasis on Purpose, Wellness, and Growth

Surveys of younger workers indicate they feel happier and more accomplished when they work for companies with a sense of purpose, have flexible work schedules and offer continuous learning.

With a greater need for skilled and experienced labor, employers will provide new opportunities for training, upskilling, and mentorship. This will coincide with greater awareness of mental health and the unwavering importance of personal and financial stability. Ideally, these trends will lead toward professional relationships that are more mindful, more respectful, and better built to last. 

Adaptation to AI and Automation

Artificial intelligence and automation will continue to rise. Some occupations will decline, some will become far more powerful, and many people will find themselves partnering with new robotic coworkers. Much workplace activity will involve new training and new priorities to accommodate these new technologies until they become invisible.

Strength In Diversity

Recent controversies in the workplace are reshaping entire industries, making them more welcoming for women, minorities, and others who struggle against discrimination. Creating diverse workplaces and nurturing a culture for all isn’t just good karma; it’s necessary for doing business. Those who embrace changes and opportunities will help define commerce and culture for the years ahead.

Generation Z Goes to Work

The oldest members of “Gen Z” will turn 23, and many will join the workforce, of which this rising cohort will comprise an estimated 36% by 2020. They will usher in new expectations around technological competence. As Debby Carreau of Inspired HR said, “Even if you’re not a member of Gen Z you’ll start seeing software strategies, solutions and training trickling into your workplace; because if your organization doesn’t offer them, Gen Z will find an employer that will in short order.”

Meanwhile, members of older generations will continue to work longer and adapt their wisdom and experience to new circumstances. Chip Conley outlines this beautifully in his article calling himself a mentern (a mentor and an intern simultaneously).

Thus, we come back to the power of communication. If you are the sort of person who knows how to help the members of these different groups better communicate and more effectively work together, you will reap significant dividends in the years to come.

Change is the only constant. At Artisan Creative, we have years of experience in helping creative professionals and organizations thrive in times of change. Contact us today to learn more.

We hope you’ve enjoyed the 505th issue of our a.blog. 

New Hire Onboarding Best Practices

Thursday, September 20th, 2018|

Today, creating and maintaining a great company culture is top of mind for many firms, and is one the highest reasons for candidates to select one company over the other.

Developing a strong onboarding plan is one way to communicate company culture with new hires and potential candidates. However, some companies mistake orientation with onboarding. While they are clearly linked, they serve different purposes and are two sides of the same coin.

Onboarding vs. Orientation and Training

Most companies have an orientation system and training in place to help candidates learn the nuances of their specific roles and meet team members during the first week.

Onboarding is an on-going plan that continues long after the initial orientation period has ended. It’s intended to help a candidate’s long-term success to continually grow in their role.

An additional component of a successful onboarding plan is to give your new hire the chance to talk to their manager about opportunities, challenges, or concerns they might have at the 3 and 6-month points in their new role. Creating an open dialog allows for a safe space to discuss the job from their experience, and share lessons learned and best practices to make them more productive.

Often, unless given an opportunity, a new employee will keep to themselves, fly under the radar, when in actuality proactive communication could improve the situation for everyone involved.

It is also a good opportunity to communicate company expectations, vision and core values, and create clarity around setting short and long-term goals and understanding as to how and when they will be evaluated.

Tips for Onboarding:

  • Develop a real plan–Don’t assume that new employees will find a way to get what they need or want. Make a schedule to meet with new hires at regular intervals and stick to it.
  • Tell them about it–Make sure your new hires know that they will have chances to talk with you about how things are going for them. Ask them to complie a list of  questions to discuss together during your meeting.
  • Follow through–Don’t let your onboarding plan fall through the cracks if a new hire is doing well. Even if it’s just get together to share how great it’s been so far, you can take the opportunity to let your employee know that they are valued and that you recognize that they are doing well at this early stage.

 

New hires need to know how they’re doing, how they are contributing to the team’s success, and that they’ve made the right decision to join your company.  Give all your new hires a chance to feel great about their role and you will reap the rewards of a happy and productive workforce.

 

At Artisan Creative, we believe creating a strong culture helps with hiring and retention.  Contact us today to learn more.

We hope you’ve enjoyed the 489th issue of our a.blog.

Giving and Receiving Constructive Feedback

Wednesday, July 18th, 2018|

In order to be constructive, feedback must be mindful, purposeful, well-informed, and well-intentioned. It must also be clearly understood and easy to act upon. The purpose of constructive feedback is not to reward or punish; it is to share valuable information and insights so the entire team will be in a better position to accomplish its goals.

Whether you’re giving or receiving feedback after an interview, portfolio review, annual employee performance session, or client presentation you can benefit from ideas in the highly regarded book Crucial Conversations: Tools for Talking When Stakes are High, by Kerry Patterson, Joseph Grenny, Ron McMillan, and Al Switzler. This book offers a lot of insight, along with a helpful checklist to keep in mind, whether you want to share notes with your colleagues or want to listen more deeply to mutually uncover opportunities for improvement.

“Start With the Heart”

Your observations will be of more value if you practice seeing (and feeling) the world from the recipient’s perspective. Likewise, if you can hear the hopes, fears, and emotions behind the feedback you receive, you may be more able to appreciate it as a gift. If you struggle with compassion or often find yourself on the defensive, the toolkit of Nonviolent Communication can change your perspective.

“Stay in Dialogue”

For feedback to be constructive, both parties must talk to each other, not at each other. Our relevant content on active listening has workable ideas on how to keep the paths of communication open.

“Make it Safe”

Safety is one of the most fundamental human needs; if safety is in doubt, addressing higher-level needs is not as easy. Part of building strong relationships is giving colleagues space, to be honest with each other without anyone feeling threatened. The most constructive moments happen in a calm environment within an atmosphere of mutual respect and only after any tensions or distractions have been dealt with.

“Don’t Get Hooked By Emotion (Or Hook Them)”

Clear communication happens above the noise and static of aggression, manipulation, or games of status. To give and receive constructive feedback, you must work around any emotional tactics and triggers and maintain your focus on what is true, what is useful, and the objectives you share.

“Agree on a Mutual Purpose”

Make sure constructive feedback is shared on a common ground. This means setting your goals upfront, being transparent about what you hope to gain, and recognizing each other as allies on the same journey, headed in the same direction.

“Separate Facts from Story”

We, humans, excel at constructing narratives; we use this skill to find patterns in our experiences and to make sense of the world. To remain open to new information and wisdom, we must practice setting aside our stories and pay attention to things objectively, as they are, in a way both parties can understand and agree upon. Things are almost never precisely what they may seem!

“Agree on a Clear Action Plan”

Every transmission of constructive feedback should conclude with a set of concrete, realistic, shared goals. The best feedback often results in a plan of action, and once the plan of action is followed through to everyone’s satisfaction, then you know the feedback was constructive!

At Artisan Creative, we believe the surest path to professional growth is through better communication. Get in touch today and start the conversation!

 

We hope you’ve enjoyed the 480th issue of our a.blog.

 

Working with Non-Millennials

Wednesday, May 16th, 2018|

In the last few decades technology has changed the world of business rapidly and profoundly. This rate of change continues to accelerate. To overcome the widening gap in knowledge and to be able to collaborate more effectively, it is essential for members of different generations to understand each other in a spirit of teamwork, empathy, and mutual respect.

With their range of experiences, Baby Boomers, Generation X-ers, and Millennials can often generate more useful and exciting ideas together. Cross-generational diversity and cross-collaboration can become a great organizational strength and lead to expanded creatvity and new solutions to solving challenges.

We’ve explored some of the cultural attitudes that make members of the Millennial generation unique and valuable coworkers. Today, we’ll share tips for Millennials who strive to work more effectively with seasoned teammates.

Respect Their Independence and Set Expectations

Members of Generation X, in particular, are often distinguished by a rebellious, skeptical, and iconoclastic spirit. They grew up mostly before the advent of smartphone communications and always-on social networking. Compared to Millennials, they tend to be motivated less by community and more by a sense of individuality, as do many Boomers.

“When working with an X-er, don’t be surprised or offended if they choose to work alone,” writes Mira Zaslove in Fortune . She adds, “X-ers tend to be hands-off, low face-time managers. So when working for an X-er, ask them to clearly define their expectations. When you do receive a compliment from an X-er, you’ve done a great job.”

Help Them Understand New Technologies and Trends

Many Millennial workers are digital natives, having had access to fast paced technologies and the internet their entire lives. Thus, it may be difficult for them to appreciate how wondrous and strange these innovations can seem to those who did not always have them, or who witnessed their rapid proliferation firsthand from the 1980s through today.

When working with colleagues on new technology, “never say, ‘This is so easy,'” writes Ann Friedman of The Los Angeles Times . “Recognize that baby boomers have a lot of fear and anger about technology, and tread gently.”

It is important to appreciate how glorious our new technological breakthroughs really are. Demonstrating the utility of a new application or device to someone who doesn’t regularly use it may even renew your own sense of delight.

It All Comes Down to Communication

When communication is optimized, almost any group of people can come together to pursue shared goals. Working to achieve that understanding is how we mine the greatest value from our work and our lives.

Appreciating and working with our differences requires well-honed active listening skills, along with an appreciation for different learning styles and preferences in communication and collaboration.

When we respect our shared and individual goals and work together to continuously improve our company cultures, our differences make us much stronger through our diverstiy.

At Artisan Creative, our experience has shown us how great teams are built among individuals from all walks of life. Contact us today to take your career or your business to the next level.

We hope you enjoy our 471th a.blog.

 

How to Find Your Ideal Candidate

Wednesday, April 18th, 2018|

 

In past posts, we’ve covered some of the important factors that separate effective job descriptions from others. One of the most important is effective SEO using language familiar to your prospects, setting expectations appropriately, and differentiating between strict requirements and “nice-to-haves.”

Today, we’ll share a few pro-level tips that will really set your job descriptions apart and help you attract the most qualified, in-demand candidates.

Go Big

An increasing number of candidates, particularly those of the Millennial generation, are looking for job opportunities that align with their values. Therefore, look beyond the standard compensation package speak and whether or not it’s important to know the full Adobe Creative Suite or just Photoshop. If you want to attract candidates at the cutting edge of technology and culture, write your job descriptions with an eye toward the larger mission of your company – what you do, why you do it, and how larger ideals (and groups of people in need) are served by your work.

Get Small

After you’ve conveyed a broader idea of what it means to work at your company, describe a typical day on the job, in clear, meaningful detail. This will communicate all responsibilities associated with the job, and also give prospective applicants a taste of your company culture. It will also demonstrate that you understand the position you’re hiring for and that you know what sort of candidate would be most apt for it.

Use Pictures, Sounds, and Feelings

Take your first draft and rewrite it, making sure that every sentence paints a picture, creates an experience, and inspires a vivid emotional response to attract your ideal candidate. Potential applicants should be able to visualize an imagined scenario of working and excelling as part of your team. This will result in a memorable job description, and create an opportunity for your ideal candidates to resonate with your corporate culture.

Use Humor

Humor works well only if it’s true to the personality of your company culture. If you write a job description that’s comfortable with the realities of the job and life at your company, you can start the working relationship on a light and friendly note. Most teams of creative professionals who spend a lot of time working together develop their own collective sense of humor, including inside jokes and references. Using humor can separate your job description from thousands of similar ones.

With 20+ years of experience matching creative talent with top clients, we have a refined sense of how to cast a great opportunity in the most flattering light. Nothing makes us happier than making a great match. We know that a lot of pieces have to come together to make that happen, and we’re here to help guide you through that process. Contact Artisan today to get started.

We hope you’ve enjoyed the 467th issue of our a.blog.

CA-The State of Employment

Tuesday, February 6th, 2018|

According to a recent jobs report, the state of employment in California is robust and growing.

California added 52,700 jobs in 2017, representing 36% of national growth. (“We should be, at our size, closer to 11%,” State Employment Department Director Michael S. Bernick told The Los Angeles Times.) Unemployment stands at 4.3%, down from 4.6% in November and 5.2% at the end of 2016.

Professional and business services, travel and leisure, and information services all saw big gains, along with the public sector. All these have the potential to unlock opportunities for freelance creative professionals. Employers, particularly those connected to the “information economy,” are staffing up, hiking pay, and opening new roles for those with the right skills, a penchant for adaptability, and are tech savvy.

Migration patterns show that, after a slump during the Great Recession, the state is once again attracting talent in search of sun, surf, and favorable circumstances. At around 51% move-ins versus move-outs, California is once again a popular destination for the upwardly and geographically mobile.

Like any boom, this one comes with some caveats. Despite an impressive recovery, California remains an expensive and challenging place to live and to work. Optimistic new Californians may encounter some challenges given the state’s severe housing shortage.

To navigate the landscape of employment in California, we recommend consulting experts and taking advantage of the wealth of resources made possible by our rich information economy. Freelancers Union, AIGA or similar organizations have resources, expertise, and camaraderie available for independent contractors or those considering a switch to freelancing.

And, of course, your advocates at Artisan Creative are here to guide and help you understand the current trends to build your career and expand your network as you continue to flourish right here in California.

Contact Artisan Creative today – we’d love to show you around.

We hope you’ve enjoyed the 460th issue of our weekly a.blog.

14 Books for Creatives

Wednesday, December 13th, 2017|

Whether you listen to audio editions on your commute, use a tablet or e-reader, or relax with a cat on your lap and an old-fashioned paper edition, books are still a great source of information and knowledge for creative pros.

A book allows you to take a deeper dive into a subject and emerge with a broader awareness of how its details fit into context. When it’s easier and easier to consume bite-sized bits of information, delving into a book gives you an advantage over those with less experience of focus.

And books make excellent gifts. With countless titles to choose from, they’re not easy to shop for. Your favorite creative mentor, peer, or friend will be delighted when a thoughtfully chosen book drops into his or her lap.

Whether you’re shopping for a designer, a developer, an artist, or a marketing executive, here are fourteen selections that will spark creative inspiration.

The Artist’s Way by Julia Cameron

This revolutionary writing guide gave rise to a system of thought and a movement that has helped creative people of all types develop greater respect for themselves and their work. Its most influential exercise is probably “the morning pages,” a daily three-page handwritten routine that has galvanized authors, actors, musicians, and everyday people around the world.

The Design of Everyday Things by Don Norman

A favorite among UX designers, this classic takes a thorough and counterintuitive look at the familiar objects around us and wonders how they came to be as they are.

Die Empty: Unleash Your Best Work Every Day by Todd Henry

You only get one chance to make the most of the creative career you pursue in this lifetime. This urgent and heartfelt challenge will embolden you to “lose yourself,” fully commit to your process, and leave it all on the field.

How To Be Useful by Megan Hustad

Hustad’s book is a wry, comprehensive, no-nonsense primer on networking, career-building, doing your job, and preserving your soul. It’s perfect for graduates, those mulling a career change, or anyone who sometimes wonders if he or she missed out on some essential knowledge about how to thrive in the workplace.

The War of Art by Steven Pressfield

A successful novelist with a cult following among creatives in all fields, Pressfield believes that success means showing up, every day, and maintaining a regular practice, and that the only way to self-actualize as a creative is to start treating yourself as a professional.

The Comic Toolbox: How to Be Funny Even If You’re Not by John Vorhaus

Some of the most useful creative inspiration has always come from jokes and humor, from looking at life sideways and shattering expectations. This is a practical and amusing guide to the functions and structure of humor, with exercises that can help you produce smarter and more entertaining work.

Place Your Thoughts Here: Meditation for the Creative Mind by Steven L. Saitzyk

A Buddhist art teacher explores the connections between creativity and meditation in a warm and compassionate book that will fascinate any creative pro with an interest in mindfulness practice.

Thinking, Fast and Slow by Daniel Kahneman

This landmark study on human behavior, and how it relates to thought, is a must-read for anyone who needs to understand incentive structures and why people sometimes act as they do. Kahneman won the Nobel prize for economics and is a highly regarded psychologist.

Flow: The Psychology of Optimal Experience by Mihaly Csikszentmihalyi

This book examines what happens when we get so absorbed in our work that we lose track of time, and suggests how we might cultivate such a state of pure creative devotion.

Unsubscribe: How to Kill Email Anxiety, Avoid Distractions, and Get Real Work Done by Jocelyn K. Glei

In an always-on world of perpetual distraction, an influential blogger and editor makes a case for shutting out the noise and decluttering your digital life. You don’t have to be a hardcore minimalist to get some empowering and actionable insights from this one.

Quartz: The Objects That Power the Global Economy by Quartz Editors

This coffee table book from the business blog Quartz showcases the innovative genius of product design and makes a beautiful companion to The Design of Everyday Things.

How To Get Ideas by Jack Foster

Foster is a fun, funny, avuncular guide to the art of generating fresh ideas. If you know someone who’s struggling to stay creative, this book can reignite the joy of the process.

Hey Whipple, Squeeze This: The Classic Guide to Creating Great Ads by Luke Sullivan

This irreverent but practical guide to the advertising industry provides a thorough understanding of the creative business and shows how a rebellious attitude can help you do work that gets attention. The classic text has been updated to address new channels and technologies.

The Dip by Seth Godin

Seth Godin is a business and marketing guru to millions through his daily blog. This tiny but crucial book examines what happens when we get stuck in a gap between mediocrity and excellence, how to persist, and how to get out.

When you’re inspired and driven to take your career to the next level, contact Artisan Creative, and join some of the most prestigious creative talent around.  We hope you enjoy the 454th issue of our weekly a.blog.

Working with Millennials

Wednesday, December 6th, 2017|

The Millennial generation, loosely defined as those born between 1980 and 1999, now comprises the largest group of living adults. They are the first generation to come of age with high-speed internet access as a central part of their lives, which has shaped their culture and collective worldview. This Millennial generation is having a noticeable impact on the world of business, which will only increase as Baby Boomers retire.

Of course, no group as large as Millennials is going to be uniform, and there are some trends in thought and behavior that are unique to this generation of digital natives. The experiences of Millennials position them to offer insight that can ultimately make the workplace more modern, more productive, and more exciting for everyone.

If you are nervous about working with Millennials, relax – they are much more like previous generations than they are different. You can collaborate more effectively with team members if you keep these four principles in mind.

1. Be Flexible – Keep an Open Mind

The lifelong adventures of Millennials on the internet and social media have made them less rooted to fixed locations. They have friends all over the world; their social groups aren’t anchored by geography, and their careers won’t be, either.

As teleconferencing technologies continue to improve, expect telecommuting and offsite work to grow more popular. If you can, create flexible work schedules for Millennials. They work as hard as any other generation, just not necessarily according to the strict parameters of the traditional 9-to-5.

Likewise, be open to new technological innovations of all sorts, including those that may disrupt your existing workflow. Millennials have spent their whole lives living through massive technological upheaval, and can adapt quickly and effectively to change.

2. Lead With Your Mission

Studies show that Millennials are less interested in perks, social status, or lavish compensation than they are in making a positive difference in the world and living in ways that are congruent with their values.

To hire and retain top Millennial talent, be clear on the values that drive your culture and never waiver from what matters. Be a good corporate citizen and have a zero-tolerance policy toward hypocrisy. Make sure your culture welcomes and supports everyone on the team. Be a good corporate citizen, even if it may seem to make things more difficult in the short run.

If your company is unclear on its core mission, this is a strong call to consider your values, rediscover the reasons your company was founded, and consider what sort of world you want to live in.

3. Be Transparent, Be Human

Social media and other digital breakthroughs are a mixed blessing. In some ways, they have brought us closer together.

Millennials are less covetous of privacy and more comfortable with sharing. They are less inclined to compartmentalize their lives or to hide their “private” selves from their employers and coworkers.

To be an effective manager, you must reciprocate this transparency and trust. It’s okay to be flawed and even rough around the edges, as long as you embrace the unique contours of your personality.

No one is perfect. Everyone is human. In our modern digital landscape, it doesn’t make sense to hide. This creates an opportunity to embrace who we are and to be our best selves.

Get comfortable with informality. Being a serious worker doesn’t always require strict conformity and decorum. Encourage your younger team members to nurture a variety of interests and to have robust lives outside of work.

4. Keep the lines of communciation Open

Communicating effectively with millennials will allow them to fully integrate with your company and garner respect for you and your product if they understand the company’s vision, mission And values. This generation needs to feel they have a voice that is heard. Taking the time to listen and giving a platform to share ideas will mean that they will talk openly and honestly with your team and management. This input is invaluable as a manager and should provide a meaningful and long-lasting communication style.

As the world rapidly changes, those members of your team with diverse interests and full lives will offer the confidence, creativity, and adaptability you need to stay relevant and successful.

In our decades of experience working with top creative clients and talent, we have learned how businesses can use change to their advantage and thrive in interesting times. Contact Artisan today to learn what we can do for you.

 

We hope you enjoy the 453rd issue of our weekly a.blog.