But, just as with any group, although these generalizations may apply somewhat to some of its members, this generation has much to offer, to the business and to us as managers. According to Cayenne Consulting specializing in business development, this generation has many assets:
- Confidence. Raised to believe in the importance of self-esteem, consider themselves ready to solve the world’s problems.
- Creative & Tech-Savvy. Expect a workplace that is technically challenging, creative, fun, and financially rewarding.
- Collaborative. Used to being team organizations, and are taught that no one is left behind.
- Multicultural. Expect a workplace that is fair to all, where diversity is the norm; they’ll use their collective power if they feel someone is treated unfairly.
- Civic-minded. They think in terms of the greater good...(so) have a high rate of volunteerism...
So, here's how to capitalize on these attritbutes to get the most from your young employees, while learning a bit yourself along the way, as covered in the Washington Posts' Capital Business:
- Follow the lead of Liam Brown, COO of Marriott International, who works with rather than against their desire to 'have it all - “We call them the ‘and’ generation, they want a career and fun and a balanced life and to make an impact on the world. They don’t want to give anything up, and they really want to do a lot of good things for the firm and the community.” So, Marriott does just that, providing them with opportunities that benefit a young staffer's personal passions while also benefiting the community, which in turn benefits the business.
- Use "reverse mentoring" - seek ways to learn from them in addition to them learning from you; in other words, collaborate. Case in point from Karen Reinhardt, a talent development executive with Lockheed Martin, notes: “Millennials want...opportunities to express themselves and to be innovative. I’ve managed Millennials on teams at Lockheed Martin and am consistently impressed with how talented, creative and resourceful they are. If you give them opportunities to share their insights, they can really come up with ideas that others may not have even considered.”
- Create leadership development programs - these can include components such as online learning, special job assignments, mentoring (traditional), on-the-job training and participation on special task forces. These types of programs have been popular at both Lockheed Martin and BB&T which have had great success with this approach, retaining their most talented young workers.
You have been officially alerted...