Backpacks to briefcases
Here are some tips on how to coach the youngest generation in the workplace and how to partner with Millennials to create productive, energizing workplaces.
by Diane Thielfoldt, The Learning Café
“The young have always appeared different to their elders, but the current Millennial generation seems increasingly different in high-impact ways.”
The 75 million members of the youngest generation in today’s workforce were raised at the most child-centric time in U.S. history. Millennials exude self-confidence, at times appearing cocky, perhaps a result of the shower of attention and high expectations from their Baby Boomer “Helicopter Parents."
The Learning Café calls them “Generation Y-not?” because this generation packs power and potential. Leaders are challenged to live up to the high standards and expectations Millennials bring to the workplace.
Sometimes coached by their parents, they do not see the value of paying their dues or earning their stripes. They perform best with structure, especially those new to the workplace – they are learning to work as well as learning the work. Millennials also have a bit of a “whatever” view of title and position, showing less reverence for position simply based on experience, which they think Baby Boomers overemphasize. They respect knowledge and learning. They want a relationship with their boss. This does not always mesh with Generation X’s love of independence and hands-off style. Watch out! They will leave for greener pastures if challenge, learning and fun are absent from their work.
Millennials are typically team-oriented and work well in groups, preferring group work to individual endeavors. In addition, they are used to tackling multiple tasks with equal energy, so they expect to work hard. They are effective multi-taskers, having juggled school, sports and social interests as children.
As you might expect, this group is technically literate like no other generation. Technology has always been part of their lives, whether it is computers, the Internet, cell phones, text messaging or video games. What’s more, Millennial values around the sharing of media and intellectual property differ significantly from their older cohorts.
Consider online social networking sites like MySpace and Face Book and you will get a hint of how freely Millennials disseminate information over the web. This is a Harry Potter, Power Rangers generation of action-oriented team enthusiasts who want to make the world a better place. They are ready to bypass any red tape that gets in their way.
Managers and organizations have their work cut out for them. The Millennial generation has its own attitudes and perceptions that shape how its members regard work, and the influences that stimulate them to surpass expectations. It’s harder than ever to understand what will motivate, engage and retain each employee.
And there is no doubt that the Millennials will fundamentally change the workplace. By 2012 they will comprise 37 percent of the U.S. workforce. They have a voice and the ear of decision makers. They will dominate the workplace for the next 40 to 60 years.
We raised them so why is it so hard to manage them? Today’s twenty-somethings want to write their own rules. Millennials have a strong desire for work/life balance, an incredible comfort with technology and an appetite for responsibility. The potential issue is their appetite for responsibility without the necessary skills and experiences. To manage those expectations you must coach your Millennials – here are some tips on how to coach the youngest generation in the workplace and how to partner with Millennials to create productive, energizing workplaces.
1. People First
Being a good manager isn’t just about making sure the work gets done; it’s about taking care of the people who make it possible. Millennials respond to personalized attention and they expect frequent feedback – they want on-the-spot performance reviews. Train your managers to give frequent feedback leading to consistent improvement. For Millennials, that’s what it’s all about. Listen and find out what might be standing in the way of Millennials giving their best. Remove those obstacles. Learn what energizes and motivates them – provide challenge and training. Help them make the connection between personal goals and job performance. Explain how routine job tasks and assignments are building knowledge and skill sets and all important credibility.
2. Structure and Schedules
Millennials expect structure. Their entire lives have been scheduled around planned activities. They understand calendars, deadlines, time management and multi-tasking. Provide lots of challenge and varied assignments, but also provide a structure – spelling things out clearly and providing precise guidelines. They love checklists. Put together a “Fast Start” plan for your newly hired Millennial including 1) clear objectives, 2) activities, 3) responsible individuals, 4) frequent project debriefing, and 5) a well-understood time line with dates targeted for completion. Workplace protocol – the basics of workplace etiquette – are not necessarily apparent to Millennials. Give detailed directions for handling everything from projects to voice mail messages to dress code, to meetings. Detail start and end times for the day, the meeting, the lunch hour, etc.
3. Technology Rules
Millennials have grown up with technology and are completely comfortable with it. Cell phones, text messages, the Internet, instant messaging and e-mail are how they communicate. It’s how they get information. It’s how they get work done. As consumers for their families, their opinions were sought out and computers, DVDs, cellular phones and digital cameras were purchased. Listen to their ideas and acknowledge their expertise. Consider that they know more about technology than you can learn. Ask yourself, “Are you using a 1950s methodology to talk to your employees in 2009?” Have you thought about pod-casting, IMing and personal Web pages as the next generation of corporate communication tools? Are you using technology to recruit and hire Millennials?
4. Free Roaming
Millennials tend to be conventional and may need assurance that it’s OK to break with tradition and think in novel ways. Encourage Millennials to identify Maverick Thinkers and spend time with those colleagues who have interesting, thought provoking or atypical views on a topic. Hold contests and brainstorming sessions. Invite younger employees to generate ideas for how problems can be solved and opportunities pursued. Give employees with promising ideas the time and resources needed to develop them into something actionable. Support isn’t about saying, “Great idea, do it on your own time.” Find ways to help employees develop ideas during their work time, and put the good ideas into action. Reward employees who develop new ideas by implementing their suggestions or recommendations.
5. Lighten Up and Let it Go
With so much time spent at work, no one wants to be tense all the time. If your workplace isn’t fun and relaxed much of the time, the best Millennial employees will probably find one that is. Find out what contributes to creating a workplace climate that is enjoyable and fulfilling to Millennials. Keep a sense of humor, laugh and party, celebrate milestones and successes, encourage friendship and collegiality, and let the workplace be a fun place. Millennials expect to work hard, but don’t make it all about work. Spend time talking about personal interests too. Encourage colleagues to do the same.
With their multitasking, goal setting and social networking skills, Millennials have much to offer our organizations. What young employees want isn’t so different from what everyone else wants. However, young workers are asking for it. “Appreciate us, Respect us, Challenge us and Be flexible.”
Diane Thielfoldt of The Learning Café specializes in solving issues related to the four-generation workforce. She will give a presentation entitled “Engaging a Changing Workforce: A Leader’s Look at the New ‘Sales’ Workforce” at the Industrial Supply Conference & Trade Fair in San Antonion on April 20. Visit isapartners.org for more information.
