The millennial workforce is growing by the day. Leaders would do well in learning about how to manage these seemingly demotivated and entitled employees.
A lot of things have been said about the millennial workforce and most of them are not too positive. True, the younger generation of employees is definitely different from the Gen Xers and Baby Boomers. However, finding out how to properly motivate them can be of immense help your company.
In a previous article, four tips were given on how to understand the millennial workforce. It includes knowing that their needs and wants are different from the older generations.
Inc. shared three tips on how to help the millennial workforce get rid of their millennial tendencies. First, help your younger employees grow in their careers through extensive trainings and providing opportunities for networking.
Moreover, don't wait for them to approach you since they may not know where to start. The publication advised about asking your millennial workers on whether they find their current training, tools and resources enough to complete their job.
Apparently, by planting this seed, it would result to your younger employees actually striving for their growth on their own. It would also allow you to identify who is willing to grow professionally with your business.
According to Channel News Asia, employers should focus on creating a work environment that allows accelerated learning for the millennial workforce. Continuous and consistent feedback on their performance and promotion potential is important as well.
Second, the millennial workforce wants flexibility in terms of their work schedule. This may seem like an act of entitlement on their part but it actually stems from seeing their parents locked up with their 9-to-5 work while suffering from so much job dissatisfaction and disengagement.
Allow your employees more room to manage their time on their own. This way, you are empowering them to own their work.
Lastly, stop misguided motivations by not giving in to all of the millennial workforce's demands. Before potential employees, it is important that you are able to assess whether they have the internal drive to do well for your company. With this, you are saving time and resources from having to hire younger employees who are not serious with their professional growth.
