The times are changing, and from media reports and related research and anecdotes, it’s no secret the younger generation requires somewhat different treatment to perform well.
The three things to keep in mind in order to effectively manage Millennials: training, technology and thanks.
“When the Great Recession hit in 2008, Millennials saw their relatives downsized and people in general lose their jobs,” says Richard Avdoian, an employee development consultant in metro St. Louis. “There was a resulting mindshift, so that people under 40 now see themselves as ‘on loan’ to you rather than working for you. In effect they are saying, ‘I will stay here and work hard as long as you invest in where I am going next.’”
“They also expect training to help them advance on their career path. If you do not provide that training, you may not keep your best employees,” says Avdoian.
Also, adds Avdoian, you need to understand that Millennials have been pampered, protected and guarded, and given praise and incentives even when they were not doing so well. As a result, they may need more encouragement and affirmation.
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“You need to treat them more parentally,” says Avdoian. “That doesn’t necessarily mean you should pamper them, but it does mean you should praise them. If you don’t, they may leave.”
When hiring Millennials, says Avdoian, let them know how you praise your employees so they know what to expect.
It also helps to ask them questions about their life plans. What kind of job are they seeking? Where are they going next? This will help you retain your high flyers as long as you can.
Finally, Millennials have preferences in how they work and have grown up with proficiency in mobile technology, so provide the office tools they are used to.
“Do they like using an iPad or a laptop? Give them what they are most accustomed to using so they can hit the ground running,” Avdoian says.
