Eyes rolled back instantly. Last week, I was speaking with of a group of managers discussing the importance of goal setting with Millennials to reinforce their need to connect their work with the overall success of the company.
There was a collective groan in the room and the disconnect was painfully obvious.
Of course, these managers were not Millennials and were frustrated with the attention that is bestowed on our latest generation in order to keep them motivated and retained in the workforce.
So, how do we deal with this frustration? Basically we need to get over it.
Millennials (Generation Y) will make up 75% of our workforce in the next 10 years.
Millennials are currently aged between 20-to-35 years old and will make up 75% of the workforce in the next decade. And in just three years, we’ll welcome our newest work group, Generation Z, or Zed – I’m sure a label will be sticking to them soon.
It’s time for us to get with the program and embrace the fact that our youngest generations are the most engaged, creative, technology-savvy group we have ever known and they’re changing the face of business today at a ridiculously rapid pace.
And this is all great news if we can just jump on board and unleash their talent.
How do we inspire Millennials to perform at their peak?
The group of managers I was speaking with were experiencing unprecedented employee turnover within their company, mostly from the ranks of Millennials leaving to seek more fulfilment in their current job.
I know it seems crazy, but Millennials may leave an employer just because their friends have left! But that’s how they roll – to use their own language.
So, what to do?
Well, regardless of all you have read and experienced, there is no one simple panacea to address the Millennial generation. Companies need to look at their own unique workplace culture to assess HOW it is motivating all generations, and to make sure that practices are in place to specifically cultivate the needs of newer generations to ensure growth.
Specific performance drivers of Millennials include:
- The need to be heard
- The ability to work in teams, both formal and informal
- The need to accelerate their knowledge; not necessarily depth, but breadth
- The connection to a higher purpose and real meaning… Not just what their job does, but how it contributes to company success, and perhaps humankind in general
- The desire to give back to the community and be socially conscientious
- Life balance, not ‘work/life’ balance, as the Millennials see that being one in the same. It’s all in their sphere of living.
- Access to the latest most up-to-date technology of all kinds
- The need to take on larger and larger responsibilities, even if you think they’re not ready
Are you ready to get with the program?
Some questions to ask your management team:
- How are you incorporating the above characteristics into your culture?
- Have you been able to make a connection to why your employees are leaving?
- Do you provide leadership training to your managers to understand how multiple generations work together?
- Have you asked your Millennials what they want most out of your company?
- Do you know all the right questions to ask?
It’s critical that you’re on board with the Millennials because not only is this generation more clued-in and tech-savvy but they’re more culturally attuned than any that have gone before.
Need help managing Millennials’ performance?
Our clients come to us looking for solutions and ways to enhance their workplace culture to make it inviting for all generations. Culture assessments and action planning are the keys to success. We can help you in a variety of ways, just email firstname.lastname@example.org for more information.