For over a decade, Marcus Buckingham has been promoting the philosophy that people should build on their strengths and work around their weaknesses, instead of focusing on converting weaknesses into strengths. (Now Discover Your Strengths).
Facebook has embraced this philosophy. In a recent Wall Street Journal article (December, 26, 21040, B1), it notes that at Facebook, where the median age is 28, managers are told that performance reviews should be 80% focused on strengths. Managers are urged to put employees in roles that cater to their strengths. Further, viewing that â€œemployees as having an intense sense of ownership, the company sees â€œManagementâ€ less as a promotion than a parallel career. As one employee noted, â€œyou get zero credit for your title; itâ€™s the quality of the work, the power of your conviction and the ability to influence peopleâ€ (that counts).
Noting that millenials want more power and jobs that are more interesting, at Facebook that means frequent job changes, based on their own desires and promptings of others. Molly Graham, a former human resources and product manager at Facebook, says that â€œitâ€™s the first Fortune 500 company built by millenialsâ€.
For the rest of us, where weâ€™re mixing many generations â€“ from millenials through baby boomers â€“and often have established structures and job descriptions, are we meeting the needs of millenials? How does your companyâ€™s culture compare to those of Facebook? What are your experiences with millenials and other generations? Share your experiences, insights and opinions with us!