It is estimated that by 2020, millennials will make up nearly 75% of the workforce. With this comes a completely different set of values, hopes and ideas that drive them towards success. This means that organizations need to know how to effectively work with the millennial generation in a hurry so that they can build an environment that breeds success for the future generations.
As an Executive Coach and Trainer, I consult to companies who want to create a corporate culture that supports the work expectations of the millennial generation. The first thing I tell them is to include coaching in their processes. According to an article in Forbes magazine many millennials seek entrepreneurship as a future goal, however if they have to work for a boss, 79% want that boss to serve as a coach or a mentor.
Additionally, a study of millennial employees conducted by Governance Studies found that this demographic defines themselves as a generation most focused on corporate empathy and social responsibility. This means that they seek out employers who believed in backing social causes and issues and have the best interests of their employees and the global community in mind.
While many top business executives are part of the more fastidious Gen X group, in order to be successful in their role as a leader, they need to understand and embrace the differences of their successors in order to create a workplace that is effective and where employees feel valued. With that in mind, here are several things to consider when working with the millennial generation.
Make development a priority with millennials; integrate developmental topics – strengths and areas for growth into regular conversations. Don’t just view feedback as a one-way discussion, engage in a two-way conversation, asking questions to drive meaningful understanding.
Think about your strengths as a leader and use those strengths to coach millennials to bring forward their leadership to support company growth.
When delegating responsibilities and talking about specific performance areas, link the responsibility or performance issue to its contribution to the larger goal or mission for the organization.
Encourage their unique talents – Millennials are defined by an “I got this” attitude. They are ready to conquer whatever obstacles are in front of them. Encourage them to use their unique talents and “go-getter personalities” to soar (within your predetermined expectations). The millennial generation offers a unique spark to today’s business environment. They are not afraid to stand up for what they believe is right and they seek a management perspective that supports their growth and utilizes their gifts for the betterment of the entire organization.
Encourage millennials to share their unique talents and give acknowledgment where it is due.
Identify the talents of your team members and create opportunities for them to be at their best in a team environment.
Identify what each individual needs in terms of feedback and regular conversations from their manager.
At ALCN, we have been fortunate to work with organizations across the globe to help them build an internal coaching culture that develops the next generation of team members. If you would like more information on how to coach millennials within your organizational team, please feel free to contact us!