‘Managing Forward’ Series Part I: Advice on Managing Young Professionals


I had a great student job when I was in college.  I had the pleasure of working in the SUNY Geneseo College Student Union and working for a great mentor, Chip Matthews, Union Director.  I often lean on the learnings and advice I received from Chip, and wanted to know how he was doing since I left (I am sure the place is falling down without me!).  I had the opportunity to sit down and discuss the topic of managing college students with Chip Matthews.  What follows is the first in a four part series of that conversation.  I was thinking that with an increasing amount of these young professionals entering the workforce today, what better person to get advice on managing them than Chip?  He lives this every day!

Chip Matthews gives his detailed experiences and advice on how to properly and effectively direct college students.  The topics range from: motivating young professionals in the workplace, personal connections to today’s young employees, developing an efficient value-added internship program to your business, and also suggestions for the recent college graduates to take with them to the workplace.

After my discussion with Chip, I had time to soak in all the content (I hope you will too!), and I realized that he truly respects college students. Not once did he mention the everyday term “Gen Y.” Chip’s words were all positive about his experiences working and managing college students. I hope you enjoy his words of wisdom, and come away with some useful nuggets to use in your own situation!

Post written by Julie Skowronek, Marketing Coordinator at Whiting Consulting.

Are Employers Passionate Enough?

As the economy begins its slow recovery, more employees today are considering promotions and higher salaries. According to the WSJ, 42% of surveyed employees want a pay raise, and 11% are looking for a promotion.  Now think about your business.  Is your company experiencing these same symptoms that can lead to high turnover rate?

The employees might have the passion for their career, but maybe employers lack the passion for their employees. The circle of passion within a business needs to be kept intact. The only way to keep this flow of passion going and, in turn, a low employee churn rate, is to invest your passion into making your employees feel valued, and keeping them engaged in the progression of the business.

In order to retain your talent pool, the focus needs to be on building employee morale and allowing them to thrive in a culturally positive workplace. Continue reading

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