1. What are your tips for those who are Managing Millennials?
· Start with the positive
· Tell them what makes you happy
· Be direct and clear
· Expect a collaborative approach to reviewing performance
· Learn about their career goals and align your requests, as best as you can, with those goals
· Name it. Be very clear on what you really want to happen
· So what? Share the facts and why you need it to happen
· Now what? Provide exactly what you need of them
3. What are Smart Strategies for bringing out the best in Millennials while onboarding?
· Get them on a field ride or job shadow early
· Use a Baby Boomer mentor to help them navigate the organizational social network
· Be the person that helps them grow!
· Engage from the get-go. Bring them in early on projects so they can see the components
4. What are the type of managers that drive Millennials crazy:
· Are cynical and sarcastic
· Treat them as if they are too young to be valuable
· Are threatened by their technical savvy
· Are condescending
· Are inconsistent and disorganized
5. What are some specific skills U.S. Millennials are lacking in the workplace?
Dependent upon their early education, US Millennials may lack critical thinking skills. Their education concentrated on honing creative thinking skills more than critical. Combine that with helicopter parents buffering or even taking consequences for their children and “everyone gets a trophy” and you will see that Millennials didn’t get to experience the end result of effort either. Critical thinking requires information and consequences. They may not have received both.
We are also seeing requests from Corporate America for enhanced business writing skills and classes on “how to be a professional.” The first is homage to the texting culture and the second is about not understanding the impact of image and consequences on relationship building and buying behaviors. Due to texting as, generally, a one-on-one sport, they can also lack one-to-many conversation skills.
6. How best to help them overcome their shortfall? What needs to be done to bring them up to speed?
Help them hone their critical thinking skills by pairing them with mentors who can share their critical thinking mindset then shepherd the process with them. Managers and mentors should commit to explaining the “why”? and make it safe for Millennials to ask questions. They can explain the consequences of actions in an positive and upbeat way as well as be appreciative of the Millennials’ effort. This generation has been lauded more for participation than effort in the past and need to understand that the workplace lauds effort.
To help bring them up to speed, combine teamwork & technology. They expect a technology solution. Define the rules of engagement so Millennials understand limits and expectations when on teams. Mentor one-to-many conversations so they understand team dynamics. Explain the impact of not getting work done on other team members. That’s where consequences come in again!