6 Principles of Millennial Management

November 15, 2014 by  

What do today’s young employees want?

If we’re designing recruiting programs and management systems based on their values and needs, how do we proceed?
What kind of work environments attracts, retains, and motivates Millennial co-workers?

Here are their six most frequent requests:

1. You be the leader. This generation has grown up with structure and supervision and with parents who were role models. The You be the parent TV commercials are right on, parents are too permissive and lauditory so expectations tend to be unrealistic.  That is also why they prefer to have more support when leaning new things, at least until they feel more confident in what they are doing.  Millennials are looking for leaders with honesty and integrity, that is their expectation.  It is not that they don’t want to be leaders themselves, it is just they would like to have some great role models to emulate first.

2.Challenge me. Millennials want learning opportunities.   They want to be assigned to projects from which they can learn.  A recent employee survey found that trying new things was the most popular activity for Millennials because they are looking for growth, development, and a career path with opportunities.

3.Let me work with friends. Millennials say they want to work with people they relate to. They like being friends with their co-workers.  Employers who provide for the social aspects of work will find those efforts well rewarded by this newest cohort.  Some companies are even interviewing and hiring groups of friends so that they can form their own work teams.

3.Let’s have fun. A little humor, a bit of silliness, even a little irreverence will make your work environment more attractive to this group of young people.

4.Respect me. Treat our ideas and our efforts respectfully, they ask, even though we haven’t been around a long time.  Their expectations are different from previous generations.

5.Be flexible. The busiest generation ever isn’t going to give up its activities just because of jobs. A rigid schedule is a sure-fire way to lose your Millennial employees as they thrive on and expect a good work/balance in their lives…not necessarily a bad thing.

This is our new employment pool so if we are going to be able to leverage their talents we need to be aware of their needs and expectations so that we can attract them to our businesses and keep them long enough for the benefits to kick in!  Ultimately this will be an education for both sides….they need to learn more about the “real world” and we need to be more flexible and understanding of their gifts and shortcomings.

 

 

Millennials & the Business World

February 21, 2013 by  

Our new employment pool is mainly composed of the Millennials now so we need to understand their strengths & shortcomings so that we can leverage their talents to the benefit of all concerned.
Assets:
Tech savvy
Goal Oriented
Positive Attitude
Like Structure
Collaborative Team Approach
Multiculturally Aware
Handle Change
Creative
Self Confident

Liabilities:
Ignorant of Big Picture
Self Centered
Distaste for Menial Work
Lack Skills for Dealing with Difficult People
Lack Experience
Confident beyond Ability
Frustrated
Hide Behind Technology

How can we lead them effectively?

C-O-N-N-E-C-T
Communicate clearly their roles & responsibilities
Describe expectations
Provide structure
Give constructive feedback

Offer new experiences
Provide a Learning Culture
Offer job shadowing opportunities
Allow passion projects
Include them in important meetings

Navigate with direction & support
Design career maps
Define office hours
Avoid uncertainty, they are uncomfortable with that

Network & Mentor to offer them learning opportunities
Provide Lunch & learn sessions
Pair them up with a mentor (senior or peer)
Encourage the joining of Professional Groups
Encourage attendance at networking events

Engage & Excite by keeping things fun!
Challenge them!
Offer recognition for work done well
Try out new ideas & let them present them
Welcome their technical approaches
Allow for some flexibility

Collaborate…encourage team work
Let them see that they are part of the bigger picture
Encourage volunteer & social responsibility projects, & let them organize them
Encourage reverse mentoring with a senior person, perhaps in a technical area

Teach them skills….in particular Soft Skills
Business etiquette is necessary
Dealing with conflict
Leadership & Management skills
Weekly courses
Consider an on demand expert for them

Understanding these young people is a challenge worth facing!

For more information on Millennials please look at the workshop offered on this topic.