"Are you really sending this mail?"

I once again asked manager A to confirm. I wasn't reluctant to hear the answer “yes”, but I pressed the send button firmly. Then I thought to myself. 'You will definitely regret it. But that's great. Taking on the inconvenience and offering a proxy. Employees who work well are usually not sent elsewhere.' And a few days later, a deputy manager transferred to a department at the headquarters in accordance with regular personnel appointments.

After that, the useless days continued, and one day, ugly news came. It is said that the conflict between the head of a team at the head office and the employee deepened, and in the end, it was revealed, and the relevant staff were in a very difficult situation. As soon as the facts are revealed, one of them will have a scratch on their careers, and a large-scale education and questionnaire will be conducted on the prevention of workplace harassment. Those who had an old accident like me and the seniors on the team said,'Is it? I called a conference call and asked, "Branch managers, are we all right?" Then the branch managers responded with dissatisfaction with Lee Gu-dong, saying, "I can't do everything the employees want and I'm desperate", "I'm scared of young employees these days. I can't stand it. It's my boss", and "I don't know where to go."

At this time, manager A said. He recently received two new recruits every three months and asked,'How do you manage them?' I was very worried, but when I experienced it, it wasn't strange, unlike worry. Although there are some differences in thoughts, they also said that basically, our attitudes are not very different from when we were at the end. In other words, if they think they are worthy, even if they do their best in the task given to be recognized by their superiors and get pointed out about the wrong task, they rather take it cooler.

Branch manager B refutes.

"I'm lucky to have a good employee. But most of my friends these days are so smart. They don't admit the established framework and don't try to lose money anyway. I don't care about my seniors and juniors at work. And, as a result, there is bound to be a discord within the organization."

Then, manager A responds again.

"Yes, but is that really just them? So are we. Until our time, we had the concept of work or company priority, so we endured that discomfort and resentment. But now the times have changed and it has become personal priority. In addition, the concept of a lifelong job has disappeared, as you know, the company is constantly restructuring and withdrawing employees at any time through evaluation. Conversely, there are a lot of companies that fail in an uncertain economic environment, so they expect to be in one company for a lifetime. Since this is the reality, they have no reason to endure and sacrifice in vain for future success like we do in their careers, so whether the immediate company policy or the team leader's judgment is in their interests or not. It's more precisely whether it's fair or not, whether or not you've been robbed or not. Maybe this is a wise working life that fits into reality.”

Also says the C branch manager.

"I think that's right, manager A. Among the younger employees, those who think they deserve to attend this company, or those who are recognized, try a lot to adapt to the organization."

But manager B complained, "The inside is unknown. You can't believe it too much. We don't know when we'll be reported." Then, manager A refuted again. "Yes, you can be right in the head. But I think it won't be possible if you understand and listen to their difficulties. For example, in the case of a representative who recently transferred, if he declined his request for transfer again, he would have become a potential problem child at our branch. Because I held a representative for too long because he was a required person, I couldn’t expect his patience anymore. Of course, it’s difficult for me, who has just been in office without him. Maybe I'm going through the pain I'm suffering from the employee in question."

It's true, it's wrong, I ended up saying, "Let's manage the staff well anyway according to the situation. I also have a sympathetic comment saying'That's right' to the grievances of the staff. When this happens, I'm really annoyed and embarrassed."

After the meeting, I thought about the words of manager A for a while. And I realized. Why Kim wants to leave the office on time despite work, why Deputy Park took a vacation at the end of the project, why employee Oh doesn't want to do the things the youngest employee did, and why he refuses to do the work that is added. I can understand. In an uncertain survival environment, what was important and natural to them was not to risk damage for the future, but to be guaranteed the present happiness (benefits), fairness and self-rights. Not knowing that, I looked at them as if they were just taking a short breath and thought, "It's weird, I really don't understand," and even expressing it outside, the communication had to be cut off, and the resulting misunderstanding and conflict only grew.

When my thoughts reached this point, I was sorry to the young staff. They would be trying as much as possible to be wise in some way while taking people who are far different from the values ​​and relationships of their time as their bosses. Ah! What if there are many executives like me who view young employees negatively? Organizations and businesses cannot succeed through dissonance. So, it seems that some large corporations recently introduced a'reverse mentoring' system in which executives invite MZ generation* employees as mentors.

Anyway, I must first understand (respect) the values ​​they value and the way they live in the company with a forward-looking attitude, saying "I did." Just like the A branch manager. That is the first button in our branch office to resolve misunderstandings and conflicts between generations, and ultimately, a shortcut to maximizing the creation of results by strengthening the cooperative relationship between employees.

* MZ generation : It is a collective term for the millennial generation born in the early 1980s to early 2000s and the Z generation born in the mid 1990s to early 2000s. They are familiar with the digital environment and are characterized by pursuing the latest trends and unique experiences that are different from others.

#In-it #In-it #Kim Chang-gyu #In the end, meet'In-

it', which you will read along with this article.
[In-It] There's always a strange boss wherever I go (ft. office worker diary)