Of Managers and Millennials
The problem has surfaced ever since there were workplaces, and bosses to keep them running. The scenario plays out something like this — A well-meaning manager conducts company business according to a pre-set system of personal values. Employees, steeped in their own values, disagree with managerial goals and/or methods. Sparks fly. Heads butt. And over time, an irreversible gulf widens between the two sides until permanent disengagement takes place.
While engagement and disengagement always have been near the top of the managerial priority list, these principles are growing in importance as more and more Millennials enter the workplace. A new set of do’s and don’t’s must be absorbed into current engagement strategies to make a connection with Gen Y. Here are two I found especially interesting.
Performance Management. Every employee wants to know how well he or she is doing. Millennials, however, generally want to know more often than others. Frequent feedback is the order of the day when it comes to engaging Gen Y employees. Managers should keep their scorecard handy and divulge the results often.
Employer Reputation. Pride in one’s company is a value long cherished by generation after generation. Millennials, however, seem to be demonstrating a bit of extra fervor in the company pride department. A high standing in the community of companies is a powerful engagement force. A tarnished company reputation, however, often can change a solid employee-employer relationship into a permanent disconnect from the Millennial camp.
Naturally, these insights are only a starting point for establishing smoother working relationships with Millennials in the workplace. A wealth of knowledge exists, with more being added on a daily basis. More soon.
If you’d like further information about Millennials entering the workforce, or about any other related topic, be sure to leave a message or inquiry in the comment box. Or simply contact our team at
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