In 2015, Millennials became the majority of workplace staffers. This generation is a lot different than the generations that came before them in the way they are motivated, the way they interact with fellow employees and management, and what they expect in a job. Managers with little experience with the millennial generation may find it difficult to engage with them and bring out their true potentials. Let’s explore some ways that managers can engage their millennial work forces.
1. Explain Yourself
Millennials are known as generation Y. The name is fitting in the way that this generation works and the things they expect from their jobs. Millennials came into the work place already extremely Internet savvy and with a strong sense of entitlement that previous generations did not have. It is not that these employees are bad at following directions or being a part of a team. Millennials require explanation. Managers may not feel the need to explain the reasoning behind certain projects or initiatives, certainly their bosses never did so. However, this type of management does not work with generation why? Common complaints against millennials are that they are cynical and disengaged. The reason why these employees seem disengaged is because they no longer know why they are doing tasks or what ends are being achieved. Being able to answer the question of why with a strong response will be a great motivator for the millennial work force. Engagement starts with changing the workplace dialogue. Millennials are an extremely capable workforce when motivated.
2. Be Aware of Your Own Demeanor and Actions
Managers wonder why their millennial work force is not performing exceptionally. The problem is not that this generation is not capable of performing at a high-level. They are more than capable. Your employees performance mirrors yours. As manager you are the leader. If you play the blame game and point fingers when things do not turn out well or up to expectations, your employees are going to do the same. Employees are comfortable reflecting their managers behavior. If you hold yourself to high standards and set an example of returning exceptional performances your employees will follow suit.
3. Personal and Professional Growth
Much in the same way that the millennial generation wants an explanation and a purpose for the things that they do, they are also concerned with learning new things, traveling to new places, and trying new things. Ultimately, money will not be an employees primary motivator. People will always want more. Your millennial employees are seeking to be better than they were yesterday personally and professionally. To really engage this generation, managers must be willing and ready to accept the role as growth manager, coach, and inspirer. If you really want to unleash the millennial generations true potential in the workplace than you must be ready to become their growth manager along their personal path. Everyone has different aspirations. Understanding what drives your employees and developing a unique growth plan for each is great way to engage with them. When your employees see you as someone who provides goal-fulfillment in their lives than they will follow your leadership and help you achieve your goals.
4. Give Them a Cause
The theme with the millennial generation is purpose. If you can make the employees feel as if they have purpose, and their efforts are for a cause you will empower them and in turn get better performances out of them. Present challenges to your employees as an opportunity for them to make a difference. It places their focus on the powers they do have and it goes a long way to making them feel as if their work is meaningful and has a purpose.
Remember that the millennial generation are the most technological savvy generation to ever enter the workforce since they have grown up with computers for their entire lives. They often have a high educations, and strong feelings about identity and purpose.
