Award Cares: Feed My Starving Children

On Saturday, December 5th, twenty-three Award Team members and loved ones took part in volunteering at Feed My Starving Children in Coon Rapids, MN to help pack boxes filled with food for children.  The meals that were boxed will be shipped to feed children in need in the country of Afghanistan. The Award Staffing team helped pack 154 boxes which will feed 91 kids for one year.

To learn more about Feed My Starving Children and how you can help their cause, visit their website at:

How to Manage the Gen X-er

How to Manage the Gen X-er

If you are in the position of managing a Gen X-er, you will likely be dealing with someone who is extremely independent and likes structure. Gen X-ers are inherently skeptical and self-reliant, so they really need a manager who can be sensitive to that fact, but also provide enough input to get the job done. Here’s what you need to keep in mind when you’re managing a Gen X-er.

Provide Detailed Feedback.

Gen X-ers are extremely detail-oriented, because they only focus on one task at once. If you want to effectively leverage your relationship with a Gen X-er for the good of your company, you will need to provide detailed feedback whenever possible. This will help the Gen X-er realize what he or she did wrong/right so it can be applied to the next task-at-hand. However, it’s important that the feedback is given after the task or project’s completion so that they don’t feel as if they’re being micro-managed.

Don’t Micro-Manage.

Gen X-ers hate being micro-managed. If there is a task that you need to have completed, give the Gen X-er a broad overview of what you need done by when. Don’t ask milestones of them, and don’t check in with them. They will get the task done by the time you need it done, but any other form of communication could annoy them and actually deter them from doing their best work.

Give Autonomy.

Gen X-ers prefer to find their own solutions to problems. Give them the autonomy to work by themselves or from home if that’s what they prefer. Gen X-ers don’t love working in group environments, because they find it an unnecessary distraction from getting the current task-at-hand completed. It’s also appreciated if you can let them come to solutions in whatever means they find necessary, even if it’s one that you wouldn’t have ever originally thought to implement.

How to Manage the Millennial

Millennials are unlike any other group in the workforce, and therefore, need to be handled differently from a managerial standpoint. Millennials are inherently entrepreneurial, goal-driven, and focused on multi-tasking. Here’s what you need to keep in mind when you’re managing a Millennial.

Give Freedom.

Millennials “work to live” – not the other way around. When you’re managing a millennial, you need to know that they have other passions and side jobs that take up their time. In order for a millennial to want to stay with a company, they need to feel like they have freedom. They want to know that they can take off a Thursday to Monday for a music festival and still have a job when they come back on Tuesday. If your company doesn’t allow for that much freedom, make sure to emphasize and play up the freedom that is offered in order to remain an attractive option.

Give Praise.

Millennials are sometimes referred to as the “Trophy Generation,” meaning that they’re used to getting compliments for any minor accomplishment. While you shouldn’t throw out meaningless praises just for the sake of praising your millennial employee, you should make it a point to recognize their efforts. Millennials are very sensitive in regards to who notices what, and in order to stay in their good graces, you need to make a note of that. This can be as simple as sending your millennial employee a quick e-mail about how much you appreciated their contribution to last week’s meeting. Whatever you do, it’ll make a difference and will lead to your millennial employee feeling that much more a part of the home team.

Value Contribution over Experience.

Millennials don’t care about experience. They don’t care if someone has been in the company longer than them; if they feel they have better ideas or solutions for the company, they will view themselves as being superior. When you’re managing millennials, it’s important to value their individual contributions as opposed to the experience they may or may not have. In order for a millennial to feel good about where they are in the company, they need to feel like they’re being heard and that their ideas can actually make a difference.