JT10 - The Top 3 Concerns of New Grads - CrazyTok

1. JT10 | THE TOP 3 CONCERNS OF NEW GRADS CRAZYTOK

2. The early years of your working life can be quite challenging because that’s when you learn the mostly unwritten rules of the game. And unlike at school or university, there is limited support to see you through, other than the networks you are able to build. I was lucky in my first job, as I joined as part of a management trainee batch so we had each other. And many of them became close friends, not just colleagues, so we had a real support group. But not everyone is so lucky. Today we have Greg Yeo, founder of the “1 Foot In” podcast that’s focused on early-career professionals and, in a plot twist vs our normal format, he’s going to interview me to answer the top 3 questions new grads have about working life. Key Points The initial mindset of a New Grad Paradoxical themes. What’s that about? What are the pull factors to leave a company? Work-life balance Speeding to promotion Free Resources At CrazyTok we try hard to ensure our shows give you actionable takeaways so you can immediately implement the things we talk about. Check out our Resources page to access a wealth of tools, templates, and checklists that you can use to level up your professional and financial life. The Resource Page is accessible to registered users only – sign up for free here or log in here. Transcript The early years of your working life can be quite challenging because that’s when you learn the mostly unwritten rules of the game.

3. And unlike at school or university, there is limited support to see you through, other than the networks you are able to build. I was lucky in my first job, as I joined as part of a management trainee batch so we had each other. And many of them became close friends, not just colleagues, so we had a real support group. But not everyone is so lucky. Today we have with us Greg Yeo, founder of the 1 Foot In podcast that’s focused on early-career professionals and, in a plot twist vs our normal format, he’s going to interview me to answer the top 3 questions new grads have about working life. So Greg, could you please tell us a bit about yourself and how you came to understand the needs and concerns of new grads. I’m the founder of the podcast “1 Foot In” that tells the story behind LinkedIn – oftentimes it is very glamorous. In season 1, we interviewed 16 undergraduates and in season 2, we also interviewed people who are in mid to late management. For example, Vice President of Love, Bonito. We ask about their concerns and now, I’m here to get some answers from you. And going by the success of your show – was it #2 in Singapore Careers recently? – a lot of people are interested in learning about how to get into these kinds of companies. That’s pretty cool. When I grow up, I want to be you! Most grads come in with a mindset towards a workplace or company typically under 2 ends of the spectrum: As a stepping stone to somewhere better As a dream company to stay While we like to think that having a dream company perception is the best, the underlying is a mismatch of expectations. Of the graduates whom I interviewed, most seemingly describe it as a dream company but ⅓ have left to different jobs now. But for those who stay,

4. But you mentioned a few paradoxical themes. What’s that about? Broadly, the top 3 concerns & questions are: Most candidates know that they should leave a company for more pull factors rather than push. But the question is how to determine if there are enough pull factors? How do you secure speed to promotion? The underlying concern is how to manage boss expectations; eg. If you want to promote, naturally we will deliver work that exceeds expectations – but telling your boss that you want to promote will lead to high expectations vs not. So there is tension on providing visibility. Is work-life balance a myth? The concern is how to achieve this since great work delivered is always rewarded with more work, and what is the realistic expectation of work-life balance (probably differs by industry, but shedding some light on how to determine this might be helpful) Let’s take up the first concern. How do we determine if there are enough pull factors to leave a company? Well, first I’d like to say that in reality, most people leave a company due to push factors. How would they even know of a fantastic pull factor opportunity if they aren’t looking for it? And if they are looking then obviously there is something wrong i.e, a push factor. They don’t get along with their manager, they are bored with the work, they aren’t getting promoted or paid enough, the work is too stressful, and so on. And those are mostly good reasons to leave. Having said that, if the question is how to evaluate a new offer then there are some obvious points: compensation, growth, work culture, team and mission or purpose. www.crazytok.online +65 8245 0373