Get A Handle On Your Millennial Employees

Today, I welcome back Nathan Magnuson and another one of his insightful guest posts.

Nathan Magnuson

2015 is a big year for Millennials in the workforce. Earlier this year they became the largest generation in the U.S. workforce, according to Pew Research Center. By now, most folks have had the chance to share the office with this group. But managing Millennial subordinates – not to mention maximizing their contribution – continues to test (and in some cases flummox) many the otherwise competent supervisor.

Millennials are uniquely different from any other generation in the workforce, based on their birth years (between 1980 – 2000), world events during their formative years and a wide variety of other factors.

If you’re managing Millennials, here are a few things to keep in mind.

They are Optimistic

Millennials grew up during a period of rapid change: the Cold War ended, the Internet went mainstream – changing the way we connect with the world and each other – and the world became a truly global market. Surges in technology made virtually anything seem possibly if we just give it enough time and effort.

For Millennial employees, this optimism conflicts with organizational mindsets regarding limitations, waiting or a “we’ve always done it this way” approach. They are sure there is a better way if we just try to figure it out (and aren’t bothered by the fact they don’t know where to start). Instead of fighting it with realism, managers should look for ways to channel this optimism for productive use.

They Have the Information

More information has been created during the Millennials’ lifespan than in the history of the world – many times over! And with the introduction of smart technology, this information is only one click or thumb-tap away. Imagine the classroom paradox where students can now immediately challenge the teacher’s statements with facts (instead of only opinions). That is today’s reality.

Translate this dynamic to the workplace. Millennials are accustomed to having instant access to information – so when they encounter organizational barriers to information they perceive as relevant, a red flag immediately goes up. What is there to hide, they wonder (or challenge). Managers should be aware of the push back that accompanies limited access to company information – and be willing to reassess the limits in some cases, or simply talk about it in others.

They Need Constant Contact

One observable characteristics of Millennials is their need for attention. Yes, perhaps they did get a participation trophy growing up. Yes, they need to earn their stripes in the workplace. But waiting until the annual review process to provide feedback just won’t cut it for this group. They turned in a project assignment this morning and they want feedback this afternoon – and for God’s sake start with something positive! The speed of feedback is directly related to their engagement.

Remember, this is a group who (thinks they) can do anything. It’s your job to provide them the direction (and re-direction) they need to stay on course.

They Have a Different View of Loyalty

Your grandparent may have worked a single job for an entire career – and been simultaneously grateful and unsatisfied. Today, the average length of a job in America is 2.2 years. For a worker in his or her twenties, that length is just 13 months. Translation: your Millennial employees won’t stick around long if there is greener grass available. Not only that, but with the availability of work options (contract work, short-term “gigs,” etc.), Millennials don’t feel the need to sign on for the long-haul. What a Baby Boomer might put up with will send a Millennial packing.

The point here is that loyalty goes both ways. Millennials want interesting work, the chance to develop skills and a positive work experience. They’ll get it somewhere. Why not get it with you?

And one final note. If you think Millennials are tough, start preparing to meet Generation Z. In just a couple years they will be applying for internships and then joining the workforce. This generation has no conscious memory of 9/11 or life before the smartphone. Things are about to change… again. You can be ahead of the management curve – but don’t wait till they arrive. Champion your Millennial employees here and now. You can do it!

Nathan Magnuson is a leadership consultant, coach, trainer and thought leader. Receive his new ebook, Trusted Leadership Advisor by subscribing to his website or follow him on Twitter.

Comments

Seven Ways To Stay Motivated

To learn how to stay motivated, read High-Profit Prospecting , by Mark Hunter . It's a powerful read that includes counter intuitive advice and cutting-edge best practices for sales prospecting in today's business world. Today, I share one of my favorite sections of the book where Hunter describes his seven things motivated people do to stay motivated : Motivated people ignore voices in their lives . These might be people in the office and friends who have bad attitudes. They're out there, and if you're not careful, they'll control you, too. Motivated people associate with highly motivated people . Just as there are negative people in the world, there are also positive people. Your job is to make sure you spend as much time with the positive people as possible. Motivated people simply look for the positive in things . Positive people count it an honor to live each day, learn from others, and impact positively those they meet. Positive people take great satisfaction...

Mission Statements Are Not Always About Money

From the book, Light A Fire Under Your Business : A clear and concise mission statement defines, in the simplest terms, your organization's core reason for being, and it had better not be all about money. Money is definitely important to most of society, and it is a motivator. But many people aspire to be part of something more meaningful than just a paycheck. They want a paycheck that is also connected to a culture that offers greater intrinsic values.

Job Descriptions Should All Fit Together Logically And Strategically

Whether you have one or many employees, be sure each has a current and accurate job description . A job description is a written document that should include the: employee's duties employee's responsibilities outcomes needed from that position. It should also include the required qualifications and reporting relationship. If your employee has a poorly written job description, or one that is out-of-date, it will lead to confusion and misunderstandings. Once you have a job description for each employee, you'll be able to ensure the descriptions all fit together logically and leave no holes in the duties that need to be assigned. Check your job descriptions at least yearly to be sure they reflect the employee's proper title and current duties. Very often employees get new job titles or are assigned new tasks mid-year, and those don't get reflected in their job descriptions. Don't let that happen. Finally, if you don't have access to a Human ...

Full Engagement By Brian Tracy

Best-selling author Brian Tracy's book, Full Engagement , provides practical advice for how to inspire your employees to perform at their absolute best. He explains that above nearly every measure, employees' most powerful single motivator is the "desire to be happy." So, Tracy teaches you how to make your employees happy by: Organizing their work from the first step in the hiring process through the final step in their departure from your company so they are happy with you, their work, their coworkers, as well as in their interactions with your customers, suppliers and vendors. Full Engagement includes these chapters and topics: The Psychology of Motivation Ignite the Flame of Personal Performance Make People Feel Important Drive Out Fear Create That Winning Feeling Select The Right People Internal Versus External Motivation At a minimum, Tracy suggests that managers do the following when managing their employees : Smile Ask questions Listen ...

Thanks HCI For Naming This Blog In Your Best Blogs - Talent 2011

A big thanks to Human Capital Institute (HCI) for including my blog on management and leadership in its list of the Best Blogs - Talent 2011. HCI is a global association for talent management and new economy leadership, and a clearinghouse for best practices and new ideas. Its network of expert practitioners, Fortune 1000 and Global 2000 corporations, government agencies, global consultants and business schools contribute a stream of constantly-evolving information, the best of which is organized, analyzed and shared with members through HCI communities, research, education and events.

Nelson Mandela Leadership Quotes

Here are my favorite Nelson Mandela leadership quotes: "Lead from the back--and let others believe they are in front." "The greatest glory in living lies not in never failing, but in rising every time we fall." "It always seems impossible until it's done." "I like friends who have independent minds because they tend to make you see problems from all angles." "I've learned that courage was not the absence of fear, but the triumph over it. The brave man is not he who does not feel afraid, but he who conquers that fear." "Do not judge me by my successes, judge me by how many times I fell down and got back up again."

Three Quick Tips For How Best To Explain Change

When you communicate change to your team, explain the logical and the rational reasons for the change: 1. Explain how the change will make employees feel before, during and after the implementation. 2. Explain the tactical plan and goals . 3. Answer questions from your team.

Six Leadership Actions To Leverage Employees' Differences To Strengthen Teams

The new book, All The Difference: Six Leadership Actions To Bridge Perspectives, Strengthen Teams, and Create Value , teaches how leaders can turn their team's individual differences into deeper trust, greater creativity, and winning results. “The greatest risk of unmanaged difference isn’t conflict: it lies in the ideas, insights, and opportunities that may never surface,” explain the book’s authors, Susan MacKenty Brady , Stuart D. Kliman , and Lt. Gen. (Ret.) Leslie C. Smith . They suggest that you look around your team to fully see people with different communication styles, perspectives, cultural norms, and capabilities. These differences are expressed in all kinds of ways, such as casual gestures in a meeting, a colleague's opinion on a current event, or an intense work style. Often, those differences can lead to friction, even conflict. You may try to manage around them. But, for you and your organization to fully leverage the strengths of your team’s diffe...

How Great Leaders See Differently

“Your decisions are only as good as the world you can see,” explain the authors of the new book, The Panoramic Leader: How Great Leaders See Differently . “And in a rapidly shifting business landscape, the most successful leaders learn to see more.” Authors Cornelia Choe and Marshall Goldsmith explain that talented leaders don’t fail for lack of intelligence or experience. Instead, they fail because they make decisions based on a partial view of their environment and miss critical insights. As you read the book, you’ll learn that panoramic intelligence is about training yourself to see through more than just your own lens. It’s learning to consider the perspectives of the full range of stakeholders who affect your company—including ones who wouldn’t traditionally be considered in stakeholder profiles. It’s about stepping back to see the bigger picture. Choe and Goldsmith explain further that panoramic leadership consists of three lenses: Inner Lens – How...

Daily Intentions For Leaders

Everyone can benefit from the book, Dear Friend , which features bite-sized, daily notes for contemplation, inspiration, connection, and clarity. Busy and stressed business leaders can particularly benefit from the 365 profound, heartfelt reflections from author Michelle Maros , founder of Peaceful Mind Peaceful Life and cohost of the podcast, Life Happens with Barb and Michelle . Dear Friend invites readers to go deep and use the notes as a daily practice that compounds over time, nurturing strength, resilience, and clarity. In just a few minutes each day, this book will offer you a daily reprieve when you feel burned out, beaten down, or overwhelmed by the strains and stresses of modern life. The heart of Dear Friend began in the quiet mornings Michelle shared with her mom, Barb. Every day, they would sit together, reading affirmations or passages from Barb’s beloved books. These small rituals—simple but powerful—set the tone for each day, grounding them in g...

Eric Jacobson On Management And Leadership

Search This Blog