How To Successfully Manage Your Team Of Millenials
Millenials can often get a bad reputation.
Non-committal, too technologically dependent, entitled, and even lazy has been used to describe this generation.
But in spite of some weaknesses – and in spite of some downright false stereotypes and blanket statements – millenials have plenty of strengths that make them a highly valuable part of today’s workforce.
The majority of millenials are very passionate about making a difference and finding a purpose in the work that they do.
They can be incredibly innovative, and as a result, a very efficient member of a team.
They are generally outside of the box thinkers who ask questions and explore better ways of doing things.
While a shorter attention span is often a negative trait that millennials are characterized by, that’s not always such a bad thing.
These attention spans gives them quick communication skills, make them intensely focused, and highly adaptable.
And whether you personally prefer to work with millennials or not, it’s futile to fight the direction of the workforce.
Forbes says, “By 2025 millennials (the generation born between 1980 and 2000) will make up 75% of the world’s working population.
While it is important not to generalize too much, millennials as a whole do possess characteristics and motivations that differ significantly from earlier generations in regards to the workplace.
To get the best from their millennial employees, managers must understand this and adapt their management style accordingly.”
While every employee will always be unique, we’ve rounded up some of our best advice for successfully working with this unique demographic.
Provide Growth Opportunities
Millenials have been known to do much more “job hopping” than previous generations.
While this quick turnaround can be for a variety of reasons, a large part of it is the lack of growth opportunities in a current position.
If your millennial employee feels stuck, stagnant, underpaid, and bored, they have no reason not to look for a better opportunity elsewhere.
Employers need to understand that we are currently in a candidate’s market, and if they want to keep their valuable employees, they need to provide opportunities for learning, development, and promotion.
It’s also important to be approachable and keep the lines of communication open so your employees feel comfortable approaching you if they start to feel dissatisfied.
Create An Attractive Company Culture
Because the current work demand is higher than the number of applications coming in, it’s very important that business owners think more about the company culture they’ve created.
Evaluate the benefits that you offer, offer a competitive salary, stay positively engaged with your staff, and make sure you’re easily approachable.
If you want to successfully manage and grow your team of millenials you need to ensure they are not just content, but proud to be a part of your business.
Be Results Oriented (And Don’t Micromanage)
Millenials respond much better to “mentors” than they do “bosses.”
Yes, we know you are technically the one in charge, you likely have years of wisdom and hard earned experience under your belt, and it’s your business so you make the decisions!
But take a breath and hear us out – if you want to get the most out of your team, it’s time to stop micromanaging every movement your staff makes.
Threats of write ups, budget cuts, and control tactics don’t fly with this generation.
They want to perform their best for your business, but you need to give them the tools – and the space – to make that happen.
Don’t try to cram these individuals into a tidy box. They will just end up joining a company with a CEO who encourages their growth.
Instead, focus more on how you can be results oriented.
“While older generations value things like fixed work schedules and dress codes, millennials are more focused on end results.
This means it’s important to relax the rules a bit.”
Rather than laying out a step by step game plan, try communicating the company’s goals and then giving your staff the freedom to come up with unique ways to meet your goals.
This will help your millenial team feel they have the ability to make unique contributions while still helping you meet your bottom line.
Don’t Assume All Millenials Are Alike
If you’ve had a bad experience or two with an unreliable millennial, one of the biggest mistakes you can make is assuming that you will continue to run into those same mistakes with your future hires.
Marketer Sarah Fryer says, “The idea that everyone in a generation acts the same as their peers is not the most useful way to conceptualize the workforce.
There are some blanket differences between generations, but I find these distinctions pale in comparison to the stark similarities they share.
Maybe Millennials don’t really want to pay for cable or have a landline, but on the macro scale, our desires match those of Gen Xers and the Baby Boomers.
We want the opportunity for growth, job security, and a reasonable work-life balance.
Regardless of generation, people want to work under great management in careers that challenge and reward them. We want to see our companies and our industry grow and flourish, and we want to be part of the solution.”