Keys for Management on Engaging Millennials

Eyal Gutentag - Keys for Management on Engaging Millennials

People have often asked me for advice on managing their millennial employees. In most ways, millennials are no different than any other group of workers - they want to be respected, acknowledged, and engaged. The key to engaging employees, of any age demographic, is understanding what drives them. Instead of putting your energy into what makes them different, try focusing on the employee’s strengths. How do they see the world? When you understand an employee’s perspective, you can actively engage them and drive results.

In this article, I will share some observations about the strengths and weaknesses of employees in the millennial generation. Keep in mind that every situation will call for a unique approach.  But if you utilize these keys for management on engaging millennials, you can drive productivity and increase returns.

To engage millennials, you must see the problem from their perspective.

Millennials are technology savvy, idealistic, great multi-taskers, and are often highly confident. But managed poorly, these same strengths can be experienced as employees who are addicted to technology, unrealistic, distracted, or self-involved. The difference is perspective. If you are having trouble with an employee, it is essential that you take the time to view the situation from their point of view. The same qualities that many managers find hard to wrangle can also be your team’s greatest assets. You may need to consider outside-the-box approaches to solutions that make everyone feel valued and appreciated.

Many millennials had highly involved “helicopter” parents, so they are accustomed to consistent feedback and affirmation. From a management perspective, this can sometimes feel high maintenance. But millennial employees are just hoping to feel that the work they are doing has meaning. They thrive on efficiency, and without feedback, they can’t know how they are contributing directly. Millennials don’t need to be placated - they desire honesty and clear direction. Regular evaluations and assessments help them perform better, which allows them to work more efficiently, and further achieve the work life balance they desire. Everyone wins.

Allow room for creativity.

One of the biggest keys for management on engaging millennials is to allow them to be creative. This demographic is particularly good at problem solving in innovative ways. When you can, give clear and specific direction, but leave room for a creative process. There is a fine line between clear direction and micromanaging. The best way to manage millennials is to outline the result you are looking for and set expectations, but then allow for them to choose their own path. Allowing for creativity grants employees the room to use skills you may not have even been aware of. You must provide space and time for exploration if you want to foster innovation.

Consider a flexible schedule.

Just as millennials thrive with a flexible work flow, many also thrive with an adaptable work schedule. If you have given clear direction and set project expectations, it is their job to get the work done in the most efficient way. Does it matter exactly how or when? Sometimes, a flexible work schedule can allow employees to work the hours or location in which they perform best. Consider if a project must be done on a 9-5 timeclock or if it can be done from home or a coffee shop. Depending on the assignment, being open to alternative hours or methods can create a work environment where workers feel safe, respected, and motivated.

Again, consider these keys for management on engaging millennials as general guidelines. Naturally, you will need to adjust your management approach for each unique situation. But one thing is universal - respect and kindness are always key when managing employees of all generations. - Eyal Gutentag