3 Requests From Millennials To Managers

Millennials get a bad rap.

Sure, some of the stereotypes are true, but what about taking an empathetic viewpoint?

Technology has changed the game forever, therefore management needs to step up accordingly.

Here are 3 ways managers can maximize Millennials:

1. Show me, don’t tell me

Coaching works. Micromanaging doesn’t.

According to research, auditory learning is the least effective yet traditional education teaches us otherwise.

Modeling correct behavior is more efficient than any handbook, Powerpoint presentation or lecture can ever be.

Millennials need mentors, not bosses. The difference between a leader and a manager is how they deal with people. The one size fits all approach is dead.

Managers need to approach supervision like a tutor. How to show the content is more important than knowing it. Customizing a message to fit the receiver is more work, but it also gets better results.

2. Learning is more valuable than perks

Free food, remote work and ping-pong tables are nice amenities, but they don’t increase retention.

Millennials care more about developing their careers by learning new skills than being enticed by external rewards. In fact, companies who base their culture around perks are promoting fool’s gold.

If you want to retain your best young talent, you need to invest in them. Similar to teenagers, if you want to teach independence you have to give them responsibility then respond accordingly.

The reason semi-annual and annual reviews don’t work is there’s too much time in-between feedback. Daily to weekly feedback may sound overwhelming as manager, but without it you risk quality control.

Leadership is about making those around you better, not priding yourself on being the best. Look no further than team sports to know your value increases as your team wins.

3. Listen, before judging

Entitled. Lazy. Narcissistic. Millennials have heard it all.

Before you judge a book by it’s cover, open it.

As a manager if you don’t get to know your workers, you default to believing stereotypes. That’s called ignorance.

Millennials may struggle with interpersonal skills, but peel back the skin and you’ll get down to the root of the issue.

People are people. Sometimes we over-trivialize that. The most effective thing any manager can do is listen.

If you don’t know the story, you’ll never be able to positively impact it.

In the end it’s the connection between the manager and Millennial that determines results.

People don’t leave companies they leave managers.

Sincerely,

Millennials