Are You Failing Your Largest Workforce Generation?
Millennials are currently the largest working population in the U.S.
If you haven’t figured out how to communicate, motivate, retain, or celebrate this generation, it’s time to learn.
Here are four do’s and don’ts for communicating with your team members between the ages of 27 and 42, or, as this group is commonly referred to – Millennials.
First, INCLUDE MILLENNIALS in creative and strategic input discussions. Not only do they want to be a part of the process, this generation is exposed to experiences and adventures you may not be. They’re clever, smart, innovative, and intuitive. This spurs creative, groundbreaking ideas destined to become client pleasers and industry standards. They also have awareness of societal norms, global shifts, and other cultural issues others may miss.
Depending on when individuals in this generation started working, they could have 10, 12, even 20 years of on-the-job experience to add to their vision. Even better, when they are part of the creative process, they are more likely to buy into the project and will work harder to make it come alive.
Second, if you want to communicate with Millennials, GET CONNECTED for 2023. If you’re depending on the telephone, voice-mail, in-person meetings, and email, you may as well be using two tin cans and a string, a landline, and a fax machine. You’re missing opportunities to connect with your team. Slack, text, project management software, social media, virtual meetings, podcasts, and other technology are musts. Get connected – and stay connected.
Third, SHOW SOME APPRECIATION. No, their paycheck isn’t enough. Gone are the days of “…because that’s what I’m paying you to do.” That philosophy is left over from your father’s generation. Today’s workforce, like most of the human race, appreciates appreciation. So, take a few moments to say “thank you” when they do a good job — and when they go above and beyond. Pay them a fair wage, and ensure your compensation is competitive. Make your workplace one where individuals want to show up and do their best work.
One of the most effective morale builders is CHOICE. Let individual team members choose goals, training topics, meeting times and locations, projects, shifts, awards, etc. Of course, it may not be feasible for individuals to make every choice, but let them make as many choices as possible. Your team will appreciate it.
Fourth, RESPECT THEIR VALUES as you want them to respect yours. What do they value? You may need to ask – and listen. It may be working from home, or going to their kids’ soccer game, or raising money for their favorite cause. Consider how this might affect the workplace. Is there a way to be flexible about the hours the team member works? Could some individuals work remotely, hybrid, or share workspaces or work roles? Many individuals may prefer to start and finish work later – or take longer weekends, or work weekends and take Wednesdays off. Ask yourself – and team members – how their roles can be modified to meet the needs of the organization AND the individual. Flexibility while getting results is what it’s about.
If money is the only thing they feel that they get from their job, it’s the only thing they’ll ask of you and the organization.
Give them OPPORTUNITY, CHOICE, APPRECIATION, and RESPECT, and they’ll stay with you for these intrinsic rewards that cost little and return greatly.
P.S. Millennials, the responsibility goes both ways. Sixty-five percent of the workforce is NOT in your generation. So, failing to communicate with other generations is costing you jobs, promotions, raises, relationships, and results for the causes that mean so much to you.
Watch for my next column on how to talk to your older generation managers to get along and get ahead.