Ways To Effectively Manage Millennials in the Workplace
What do millennials expect of their bosses?
Here are seven ways executives may better manage young staff, based on our analysis of millennial survey responses:
Showing up when it matters most to you, those personal moments.
Millennials frequently thanked their bosses in survey comments for turning up at critical times in their personal lives. In contrast, Gen X considered key moments to be those that affected the company's long-term prospects.
Our leaders play a key role in assisting associates in identifying and achieving their professional and personal goals. Whether it's to further your education or to purchase a home, there are several options available.
Words like "progress" and "development" were frequently used by millennials who liked their people managers.
Whereas previous generations praised great leaders for being "engaging," "clever," and "strategic," millennials praised managers who put their "best interests" first, especially in terms of their long-term professional and personal development.
Words like "progress" and "development" were frequently used by millennials who liked their people managers. Whereas previous generations praised great leaders for being "engaging," "clever," and "strategic," millennials praised managers who put their "best interests" first, especially in terms of their long-term professional and personal development.
When millennials were asked to explain how their bosses assisted them in difficult situations, the word "empathetic" came up frequently.
Millennials, unlike Generation X, who expect someone to step in and solve a problem, desire moral support and understanding to let them work through the issue on their own.
Managers who are viewed as saving the day and basking in the spotlight are not admired by this generation. Instead, millennials value leaders who empower individuals to be heroes by providing them with the resources they need to achieve their greatest potential.
Millennials praised executives that lead from an internal compass, as opposed to Gen Z, who identified their ideal leader as embodying the company's ideals.
Millennials look up to managers that lead with a unique "mindset" - a word that was repeated in the survey answers that identified leader values – rather than mimicking the company's external ideals.
Some questions are difficult to respond to. However, it is these that determine whether or not employees have faith in their supervisors.
Mistakes and misunderstandings occur despite the best intentions and efforts. The only way to deal with problems is to be honest and listen to all comments so you can figure out where the breaks are occurring and address them front on.
Millennial employees feel their leaders are deeply trustworthy when they are truthful in difficult situations, whether or not they get the answer they were hoping for.
Everyone wants to be a part of decisions that affect them. This encounter, however, is especially profound for millennials.
They're 4 to 64 times more inclined to give more, stay longer, recommend their workplace, and contribute their finest work when they feel involved.
Millennials look on leaders to show up in big ways at pivotal periods in their lives to help them grow or cope with personal issues. And, since we all face a pandemic that affects us not only at work but also at home, it's extremely important for millennials that leaders see them as entire persons, not simply employees.
As leaders, the foregoing observations should prompt you to consider your leadership style and how you communicate with millennials in a way that they understand.