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Digg It - Reworking Work Ethic - How Our New Employees are Reshaping the Workplace
“What’s going on with kids these days? They just don’t have the same work ethic we do.” Many have uttered these words in frustration and confusion, expecting it will change eventually. Reality is setting in that “kids these days”, known as the Millennial Generation, don’t have the same work ethic that their older managers and supervisors do. They’re not conforming to Boomer ways; instead they are
According to USFDA, a combination product is one composed of any combination of a drug and device; biological product and device; drug and biological product
the catalyst to reworking work ethic altogether.
Millennials, in their early to mid twenties, are entering our companies in massive numbers, and they simply don’t view work in the same way we do. The “we” in this case, are representatives from the Baby Boomer generation, likely the ones to be at the helm of today’s organization in management and supervisory roles. We Boomers have been in the maj
Millennials, in their early to mid twenties, are entering our companies in massive numbers, and they simply don’t view work in the same way we do. The “we” in this case, are representatives from the Baby Boomer generation, likely the ones to be at the helm of today’s organization in management and supervisory roles. We Boomers have been in the maj
; or drug, device, and biological product and fixed dose combination would include two or more combinations of drug.
Examples of combination products may in
Examples of combination products may in
ority, enjoyed strength in numbers, and built work-rules and codes of conduct that were clearly understood by our own. But our rules and codes are as cryptic as Morse Code to the younger crowd - here’s why.
The Boomer Work Ethic
A typical workweek could be sixty hours, and we often bring work home. We had to compete viciously to get to where we are today, and climbing the corporate la
The Boomer Work Ethic
A typical workweek could be sixty hours, and we often bring work home. We had to compete viciously to get to where we are today, and climbing the corporate la
lude drug-coated devices, drugs packaged with delivery devices in medical kits, and drugs and devices packaged separately but intended to be used together.
der is an important driver in our success. We have high expectations of ourselves, and others, for contributing 110% or more to the job. Sound familiar? Let’s take a stroll down memory lane to see why.
Work ethic was formed long before we got to our first jobs. Our families, schools, neighborhoods, and society molded us into the competitive and driven creatures that we’ve become. We came into
Work ethic was formed long before we got to our first jobs. Our families, schools, neighborhoods, and society molded us into the competitive and driven creatures that we’ve become. We came into
here is enormous increase in the number of combination products entering the market in the recent years. Combination products have proven advantages but fixe
the world in big numbers, which meant that we had to frequently compete for the attention of our parents, teachers, and other adults in order to get noticed. We lived with structure and rules and respected authority. We got our first job at a young age, and learned early on what it meant when our bosses said, “it’s my way or the highway”.
As we developed in our careers, we found that if we didn’
As we developed in our careers, we found that if we didn’
d dose combinations are still in the process of convincing regulatory authority on their advantages over the single ingredient formulations.
Combination pro
Combination pro
work harder and smarter than the next person, we could easily be replaced, or eliminated altogether. Therefore, we always worked with our noses to the grindstone and struggled to pull ourselves up to the next rung of the proverbial ladder.
Baby Boomer Babies = Millennials
Millennials, the children of Baby Boomers, are a completely different animal at work, and we have ourselves to th
Baby Boomer Babies = Millennials
Millennials, the children of Baby Boomers, are a completely different animal at work, and we have ourselves to th
ucts have become life saving products for the pharmaceutical companies who doesn’t have many innovative molecules in their product pipeline and have been inc
ank for it. Like any parent, we want more for our children than we had ourselves. One of the most obvious displays of this is the amount of attention Boomer parents have paid to our children. We coined the phrase, “quality time, not quantity time”. We’re still working sixty-hours, but also making opportunities to tend to and focus on our children. Since we had to struggle for individuality, pr
easingly used in the product life cycle management. Even the companies having product patents are trying to extend their product life cycle through the combi
ise, and doting on, we laid it on thick for our precious cargo (remember the Baby on Board signs we proudly displayed in our cars?). As a result of our abundant encouragement, our children grew up confident, involved, and applauded for their efforts (not necessarily achievements). Parents praised their children for running the field, not necessarily for scoring the goal. Everyone on the soccer te
nation products and maximize the revenues. But the companies involved in this practice are overlooking that they are burdening the patients both economically
am got a trophy, not just the Most Valuable Player.
So now we have these tended-to individuals in our workplaces, and we wonder why they’re so praise-needy and sure of themselves. Once we recognize why they are who they are, and that they’re unlikely to change with our version of “my way or the highway”, we’ve won half the battle. The other half is changing work rules that better suit the new wor
So now we have these tended-to individuals in our workplaces, and we wonder why they’re so praise-needy and sure of themselves. Once we recognize why they are who they are, and that they’re unlikely to change with our version of “my way or the highway”, we’ve won half the battle. The other half is changing work rules that better suit the new wor
and physically. They need to rightly judge the benefits of the combination products and they have to even look at the risks involved when combining the produ
ethic.
The Millennial Work Ethic
Millennials do have a lot to offer their employers, but they’ll only deliver under the right circumstances and in the right environment. The alternative is taking the highway, which they do without hesitation. Because they had significant attention, guidance, and kudos growing up, they expect it at their job as well. Boomer managers are not necessar
The Millennial Work Ethic
Millennials do have a lot to offer their employers, but they’ll only deliver under the right circumstances and in the right environment. The alternative is taking the highway, which they do without hesitation. Because they had significant attention, guidance, and kudos growing up, they expect it at their job as well. Boomer managers are not necessar
ts. Some of the combination products were well accepted by physicians while others suffered. Companies involved in development of combination products are fi
ily the best praisers of their employees (ironically since they’re so good at it at home), and giving it freely for everyday tasks is a tough pill to swallow. But those who “get it” and can deliver it genuinely are the ones seeing results: happier employees, more productivity, and less turnover. Millennials will commit themselves to people, not companies. That means that if they report to a mento
ding difficulty in defining their combination products and facing various challenges from selecting a combination to marketing it.
Following aspects would a
Following aspects would a
r (“boss” is a dirty word) that nurtures them, gives them meaning in their work, and thanks them often, they’ll stay (longer than the average 16 months they’re statistically known to). Here are some other key characteristics to consider for better understanding “kids” these days:
1. They need to hear from you. This group does not subscribe to the notion of “no news is good news” from their
1. They need to hear from you. This group does not subscribe to the notion of “no news is good news” from their
dd to the challenges in developing combination products:
Which markets to tap where the combination products can do fairly well?
Which combination prod
Which markets to tap where the combination products can do fairly well?
Which combination prod
managers. They need feedback, and they need it often. They won’t accept waiting for the annual review to hear about their contribution. Remember, they were raised by parents who directed and redirected them regularly. If delivered in a way that is positive and constructive, Millennials will respond well to your verbal check-ins on a frequent basis.
2. Be prepared for dual feedback. They’
2. Be prepared for dual feedback. They’
cts are meaningful and rational?
Which therapeutic categories to select?
Which Combinations can address unmet needs of the patients?
Do combin
Which therapeutic categories to select?
Which Combinations can address unmet needs of the patients?
Do combin
re confident in their abilities and will make a point to let you know about it. When giving feedback or advice, you best be prepared for some in return. They’re used to their opinions counting; so if you ask for their thoughts, and really listen, you’re sure to see a favorable response.
3. The don’t care about the corporate ladder. They’re not as interested in putting extra time and eff
3. The don’t care about the corporate ladder. They’re not as interested in putting extra time and eff
tions increase the patient compliance?
What would be the developing cost?
How to tackle the risks encountered during combination product developmen
What would be the developing cost?
How to tackle the risks encountered during combination product developmen
rt in to achieve promotions and titles like Boomers are. They enjoy the flexibility of a corporate lattice, not ladder. They want to move up, down, or laterally when it suits their life.
4. They get bored easily. These kids grew up with a lot of stimuli. They were provided computerized, interactive toys since early childhood, not the Slinky that entertained a Boomer for hours. A Time
4. They get bored easily. These kids grew up with a lot of stimuli. They were provided computerized, interactive toys since early childhood, not the Slinky that entertained a Boomer for hours. A Time
t?
As combination products don't fit into the traditional categories of drugs, medical devices, or biological products, the USFDA is in the process of devel
As combination products don't fit into the traditional categories of drugs, medical devices, or biological products, the USFDA is in the process of devel
Magazine article in March of 2006 reported that kids are hardwired to some devices for more than six hours a day on average. Therefore, when they get to the workplace, if they don’t have variety of tasks, high-tech equipment, and the opportunity to switch things up, they get bored and frustrated – fast.
5. They’ll do the meaningful and interesting work first, and best. If they can unders
5. They’ll do the meaningful and interesting work first, and best. If they can unders
ping new procedures for reviewing their safety, efficacy and quality.
Professional from academic institutions, pharmaceutical industries, health care indust
Professional from academic institutions, pharmaceutical industries, health care indust
and the meaning of their job - and tasks - and feel they contribute in an important way, they’re likely to stick around. They need to understand their role within the organization, and feel good about it. Gone are the days of “job descriptions”. Forward-looking organizations are writing “role descriptions” and finding it to make a difference.
6. They have a life. They won’t wait a year
6. They have a life. They won’t wait a year
y and representatives from various regulatory agencies are working out to design the regulatory requirements for manufacture and sale of combination products
before getting one week of vacation time. They need to have some flexibility in their schedule, even if it means taking an unpaid day or week off. They have busy lives, and unlike Boomers and our parents where work came first, they focus on their personal interests and recreation wth more zest and zeal than their jobs.
7. They like to have fun. You might hear, “Lighten up, it’s just a
7. They like to have fun. You might hear, “Lighten up, it’s just a
.
As there is an increasing trend of the combination products companies manufacturing such products should be able to tackle the problems involved in the de
As there is an increasing trend of the combination products companies manufacturing such products should be able to tackle the problems involved in the de
ob.” from this group. They expect work and fun to be interconnected. They’re social, used to working in groups, and like to break up a day with an entertaining diversion.
8. They’re connected. With a few clicks on their myspace profile, or comment in their blog, they can let hundreds – even thousands – of their peers know just what they think about their employer. This could be a very
8. They’re connected. With a few clicks on their myspace profile, or comment in their blog, they can let hundreds – even thousands – of their peers know just what they think about their employer. This could be a very
elopment. They need to be wiser in analyzing the market trends and the regulatory requirements.
Companies that provide selfless information through particip
Companies that provide selfless information through particip
powerful recruiting tool for the company that “gets it” and embraces the expectations of their group.
The bottom line on the newest members of our companies is that their work ethic is very strong, but different, than what Boomer employers have grown accustomed to. Millennials are quick studies, goal oriented, and loyal to individuals. They have a lot to contribute to the workplace. Just ask one
The bottom line on the newest members of our companies is that their work ethic is very strong, but different, than what Boomer employers have grown accustomed to. Millennials are quick studies, goal oriented, and loyal to individuals. They have a lot to contribute to the workplace. Just ask one
tion in industry events and feedback to regulatory authorities would be able to face the challenges and will be successful in developing combination products
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