Managing the New Workforce
by Dave
Mathieu, Sr.
The largest and most dynamic generation in history is
changing the culture of the 21st century workplace.
As the largest portion of the American workforce (baby boomers) begins to
retire, an estimated 40 million millennials (also known as Generation Y-ers)
are already in the workplace with that figure expected to rise to 75 million by
2025. Their career aspirations, attitudes about work, and knowledge of new
technologies are changing the culture of the 21st century workplace.
This is a generation that has
been made to feel “special” by their “helicopter” parents (parents who hover
over their children). This special feeling was reinforced in school where there
is no longer such a thing as failing. This special feeling also runs true in
little league sports where everyone who participates “wins” a trophy.
Basically, these children have always had parents and mentors who helped solve
all their problems for them.
By growing up in such a supportive environment, the younger generation of
employees enter the workplace finding it hostile to their work ethic and
lifestyle. They witness that most business owners and managers spent little
time providing a work culture that embraces employees of all ages.
In most cases, it is not that
the small business owners don’t want to help merge the younger workers into
their business smoothly, they just don’t have the resources to recruit and
train them individually like the large corporations do.
As a consequence, older generation
managers feel conflicted. They want the new hires to be productive employees,
but they want it to happen seamlessly without a lot of hand holding. But it
won’t happen. It will take work from both parties.
Let’s face it, every generation bemoans the weaknesses of the newer one.
Millennials are not better or worse than any other generation — they are just
different. For instance, millennials operate under a work ethic that differs
from the older generations’ nose to the
grindstone ideology. They are creative and bright and have enormous skill
sets, but according to one employer we talked to, “they can be difficult to
manage.”
Career Aspirations
There are strong similarities between millennials and the generations
that have preceded them: they want security and variety in their career; they
want to be stretched and challenged; and they have strong beliefs and
expectations that extend to the workplace.
Obviously, the
millennials have developed work characteristics and tendencies from doting
parents, structured lives, and contact with diverse people.
Everyone performs better after being complimented for a job well done,
but this is a strong millennial trait as they expect detailed, regular feedback
and praise for a job well done, and they want it frequently or continually on
the job.
Attitudes about Work
Millennials expect to work hard, but they get bored easily. They’re drawn
to organizations that offer a comfortable and stimulating atmosphere that
creatively blends work and life — a balance seemingly more
important than financial reward.
Millennials fight the idea of traditional employment. And they don’t
believe that “safe jobs” exist since they witnessed their parents being
downsized from companies that had employed them for many years. Even the
millennials already in the workplace have experienced mass layoffs in their
short careers.
They love interaction with others. They admire collaboration and open
communication. Millennials are comfortable working with the older generations
and value mentors. They like to help one another and brainstorm ideas, a trait
that can reflect well on their employer. Yet, their non-traditional views of
how to get a job done sometimes irritate the older generation managers.
Millennials also want to be involved in the decision-making process, much
to the chagrin of older workers. Growing up, their parents often asked them
what they thought — and their parents listened. Consequently, millennials long
to steer ideas. It’s second nature to them, since they’ve been doing it all their
lives.
Knowledge of New Technology
It has been said that millennials are the most connected generation in
history and will network right out of their current workplace if their needs
are not met.
Well, that may be a little harsh, but with technology dominating every
aspect of their lives, it’s not surprising that millennials say they prefer to
communicate electronically rather than face to face or even by telephone.
Consequently, technology often creates intergenerational conflict in the
workplace and many millennials feel held back by rigid or outdated working
styles of older managers.
10 Tips for Managing Millennials
Today, it is important for every
business to understand the generation Y-ers since the majority of their new
employees will come out of the millennial pool.
Although there is no one set of
criteria that dictates what is or what is not an acceptable way to manage
millennials, managers with whom we’ve talked agree on the following 10 points.
1. Forget college majors. Unless the job
requires a very specific major, look past college courses. Millennials love to
learn. If they have the will and potential, train them, give them the tools to
get their job done properly, and let them fly.
2.
Over communicate. There can never be enough clarity when it comes to
communicating with millennials. You should show there is no distinction between
generations in your company by never talking down to them because of their age.
Use daily email messages to keep people updated. Use anything that works to
keep an open line of communication.
3.
Tell them why. Millennials never grow out of asking why. They’ve asked why all their lives about everything
they were asked to do. And when they ask why, they expect a clear answer. Once
you tell them why, give them freedom to do their job. Like all of us,
millennials become dissatisfied with work when they feel they lack control.
4.
Provide immediate feedback. Millennials crave for immediate feedback
whether good or bad. Praise them in public and single out individuals for a job
well done. By the same token, hold them accountable for their own jobs and call
them out for their mistakes, but do it privately.
5.
Be a good shepherd. Free your millennial charges to go after new approaches
to a job. As we mentioned previously, millennials love to steer ideas. They are
good at brainstorming; let them share ideas that may work for your
organization.
6.
Be authentic. This generation prizes authenticity. Display your
vulnerability and own up to your mistakes. Admit when you were responsible for
a mistake. If you pretend to be perfect, you are telling them that you don’t
need anyone else, which diminishes their value.
7.
Let them work as a team. Millennials are cliquish and love to work as a
team. They often run in a group inside and outside the firm, and they celebrate
each other’s successes. Don’t discourage these strong friendships, they will
reflect well on your company.
8.
Learn from them. Encourage reverse mentoring. An unquestionable skill
younger workers bring is digital savvy.
Let them leverage their digital comfort and multi-tasking abilities by
teaching older workers about new technology. Give them a sense that learning is
a two-way street, regardless of age.
9.
Give a sense of freedom. Since they are digital beings, allow millennials
to work remotely and provide a sense of freedom, flexibility and autonomy. Make
sure, however, you have accountability procedures set up, or you may not get
what you intended.
10.
Help them grow. Millennials place a high value on having a strong
relationship with a mentor. They are used to this as they hail from a
background filled with encouraging professors, coaches and parents.
Making a Difference
Any student of history will testify
that the people who have made a difference in our world are not those who have
continually chosen the popular, smoother route. They are instead those who dare
to make waves.
Without question, millennials make waves with their non-traditional views
of the workplace and how to get a job done. Older generation managers need to
understand where millennials are coming from and help them with positive change
and guide them forward. If you don’t, you could risk losing future talent.