Five Tips for Managing Millennials
Digital Natives, Generation Y, Generation iPhone, whatever you want to call them, we all know that those born between 1980 and 2000 work differently to those who came before. Here are 5 tips to get the most out of your in-house millennials.
1. Transparency - Kids are used to having all the information in the world at their fingertips. When you make a decision that affects them, remember to explain it to them, so you don’t end up with confused and disgruntled employees.
2. Frequent feedback - Millennials are used to judging their skill via direct and frank feedback, and tend to want to know what you think of their work early and often. Remember to check in with them frequently, and let them know what you think of their work (the good and the bad).
3. Empowerment - While earlier generations might be happy with a ‘job well done’ and a relaxing weekend, millennials want to ‘make a difference’. Partly this is a product of their youth, and partly a generational difference in understanding what work means. To keep them keen, put them in charge of something worthwhile, and let them take responsibility.
4. Help them learn - Millennials are enthusiastic about learning. Remember to offer them more than just on-the-job training. Taking a day out every 6 months for a seminar or a training course will help them feel like they are developing themselves and their careers.
5. Build them up - Millennials tend to want more, faster. Rather than wait for 3 years to go from Junior to Mid-Level, they tend to jump after 1.5 years to another company that can offer them that jump. Keep them feeling like they’re advancing, by adding extra job titles above entry level, giving them more responsibilities, and making them feel like an indispensable part of the organisation.
Remember, millennials value authenticity, meaning, and social status over other metrics, including salary.