DC Velocity - IdeaBook 2015

to new employees, someone who is just leaving college should not expect to be in a senior position in three to five years, particularly at a large company. Those roles require many years of experience as well as competency in many different skills and functions.

Through case studies, presentations, and career-fo-cused student associations, students can learn about the many career paths available to them. These experiences should teach students what is required of professionals in corporate, operations, and service provider roles.

They also should help students understand the time commitment as well as the technical and soft skills they will need if they are to be considered for higher-level positions.

While career advancement is important, it is not the only factor that motivates the next generation of talent. Younger employees cite work-life balance as the top factor in selecting a job. They also seek a flexible work environment, and they want to work on projects that interest them, which might not be in alignment with the job where they are currently employed. 4

That is all good in theory, but many recent graduates and new hires have a very unrealistic expectation of the work-life balance they can achieve in supply chain management careers. In conversations, students and young professionals often mention that they are seeking jobs with flexible work hours, exercise facilities, and a relaxed dress-code policy. While there are some companies that provide these benefits, many of the supply chain jobs that can lead to advancement require long hours in warehouses or manufacturing operations.

The reality of our profession is that fun and relaxing
work environments are not standard. To help bridge the
supply chain talent gap, employers and educators need
to provide students with a realistic view of the work
environment before they enter the work force. Through
tours of companies, internship opportunities, and dis-
cussions in class, students can learn about the working
environment in different industries. For example, in
many manufacturing roles, attire may be casual but
compliance with attendance and safety requirements
is strict. In many corporate positions, however, there
are dress and communication standards that employees
must adhere to if they want to be taken seriously. While
college is a time for self-expression, there are many
jobs where compliance with rules regarding dress and
behavior is important.
Employers must clearly communicate their expecta-
tions about how much time employees must work and
when. However, it’s likely that more employers could
allow employees some flexibility regarding work hours,
instead of insisting that all
work be performed during set
times on specified days. For
example, operational support
and supervision, especially
for manufacturing plant and
warehouse shifts, do require
set working hours, but many
technology-focused jobs do
not require someone to be at
a desk for 40 hours a week.
At the same time, young
employees must be respect-
ful of the schedules their
employers expect them to
work, and they should be responsible and productive
during those hours. If employees want flexibility, then
they will have to demonstrate that they can handle it by
working diligently and not spending time on Facebook,
Twitter, or surfing the Web.

THE RIGHT KIND OF FEEDBACK

Expectations would also be better managed if employers and employees were more open and honest in the feedback they are giving. Managers need to be candid about an individual employee’s opportunities for advancement, and they should give an honest assessment of what is required for that employee to be considered for higher-level positions. To prepare employees for those future positions, moreover, employers also need to be willing to help them develop the required capabilities. One of my previous employers, for instance, invested in public-speaking training and management coaching for top-performing employees. Companies can also invest in their employees’ development through professional associations’ training programs.