How to manage millennials

With millennials accounting for 75% of the workforce by 2030, it is time businesses to both acknowledge and accommodate their workstyles

Managers often struggle with millennials wanting flexible work schedules and work-life balance, and the fact that they are typically not easily engaged. However, despite their bad press, millennials want to connect with their companies and do great things within them.

Here are a some suggestions to improve your millennial engagement:

Recognise their motivation

Millennials have different work desires from previous generations. They don’t want to work extra hours, but that should not be viewed as lazy. Many studies highlight that millennials are driven by a desire to make a positive difference in the world.

That said, it might be difficult for a millennial employee to see the bigger picture, separating what they do on a day-to-day basis and making an impact. Companies can help resolve this challenge with millennials by clearly outlining the purpose and impact of their job roles in relation to company values.

Create opportunities for growth

Millennials are known as job hoppers. But what they want and need from a job is an opportunity to connect and grow while feeling like a key part of the company. This is a highly attractive quality that companies can offer to attract and retain millennials.

Certainly, managers might misconstrue employees speaking up about not feeling motivated in the role they have. Knowing they are seen by some as a possible flight risk, these younger employees might not be transparent about how they are truly feeling. The best way to combat this is through communication and connection.

Also be sure to also create development plans. Assess where employees would like to devote their time and energy, and build a growth strategy around that. Providing ongoing formal and informal feedback is the best way to teach accountability and measure success.

Promote work-life balance

Millennials work differently from past generations. They don’t want to sit behind a desk for eight hours, forced to put in face time at the office. Rather, they prefer to work the hours they feel are needed to get their work completed.

As a result, remote work is becoming more common within companies. How can a company have a connected workforce with engaged employees if some work from home?

Try offering some incentives. Set a budget for each remote worker to get supplies for a home office. Sitting in a coffee shop for part of your day might not be the best productive space to accomplish tasks. Offering to enhance a home workspace could go a long way in showing them that you care for their mental health and success.

Go with the change

There are many things today that are changing the workforce, from the evolution of technology to the styles and attitudes of the people who use it. The older mentality must adapt to the new as it becomes the mainstream.

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