Millennials are the largest generation in the workforce, and they have different expectations and needs than their predecessors. As a mentor, you can help them grow and thrive in your organization by understanding their values, motivations, and goals. In this article, you will learn how to mentor a millennial employee to improve their performance and engagement.
Millennials are often stereotyped as lazy, entitled, or disloyal, but these labels are unfair and inaccurate. Millennials are actually hard-working, creative, and adaptable, and they bring a lot of skills and talents to the table. As a mentor, you should recognize and appreciate their strengths, and help them leverage them in their work. For example, you can praise their innovative ideas, encourage their collaboration, and support their learning and development.
I don't believe that any mentee or mentor is purely defined by their generation. It is important to get to know the person as an individual without a preconceived notion of their values and preferences. There may be broad generational tendencies, but that doesn't necessarily mean that the tendencies will apply to every person of the generation. And the most effective way to understand each person's motivations, goals, and concerns is through meaningful conversations and interactions.
Be it anyone, way to their heart is a praise. A genuine one that differentiates them. They’ll automatically perform level above next time.
I have been working with millennials for many years now and here are three things that have worked for me 1. Expectation setting! All of us know that millennials want growth and they want it fast. As mentors, we need to get them closer to reality and explain how growth happens. And help them build patience 2. Listen to them! Millennials are tech savvy and they have a lot of out-of-the-box ideas. Listen to those creative ideas with an open mind. Encourage them to speak their mind, don't say it won't work without giving it a fair chance 3. Make work fun! Millennials can get bored easily so introduce a lot of engagement activities, make them partner and collaborate with different teams. Have fun Friday's! Work hard but party harder!
The same way you would a Gen Z, Baby Boomer, or any other generation. You listen and connect with them. Through connection and trust you can then coach and offer guidance. Without connection, you can't mentor anyone, no matter what generation they are in.
Sharing some pointers based on my personal experience Build rapport First, try to find some common ground to connect with a millennial E.g. sports, hobbies, experience, educational background etc. Mentors should make conversations a bit informal/fun. Listen, listen, listen Millennials hate preaching. Try to listen patiently to understand their perspectives, problems, and aspirations before you suggest any solutions. Not a tick box exercise Trusting a mentor is a must for a mentee to open up. They should believe that mentors genuinely want to guide, help, motivate and nudge them for their career and personal development. Two-way feedback Provide constructive and timely feedback. Don’t forget to ask for it. It will help to build trust.
Millennials value feedback, transparency, and recognition. They want to know how they are doing, what they can improve, and how they can contribute to the bigger picture. As a mentor, you should communicate with them regularly, clearly, and respectfully. For example, you can set clear expectations, provide constructive and timely feedback, and celebrate their achievements. You should also listen to their opinions, concerns, and aspirations, and show them that you care about them as individuals.
I am a millennial, who is helping others to get out of their comfort zone. So for me, giving them a proper feedback about their skills, and how they can improve to achieve more would be of much help. Second point is that as a mentor I try to motivate them based on their strengths and weakness. And giving them a sense of accomplishment after the hard work which mentee would put.
I am a millennial and feedback is vital for my growth. Unfortunately it is not always carried out well, and in general we must train ourselves more to be able to deliver/receive a powerful message. Beyond the feedback (looking back), I am very motivated to look forward and see what skills I need to be able to reach that goal. The communication is key.
We are all wired to be successful, success has become a status today. The factor has influenced to this phenomenon are games we play, movies we watch etc ( in Ott u can skip movi on your will). The convenience and ability to make it work has triggered a mentality which is not accepting failure as a norm. IMO, the ego of failure, are making many to give up easily. Especially in my experience it has become quite evident in the generation. Nevertheless the abundance of knowledge is higher too Here are Frameworks I follow 1. Start making them failure is part of process and failure is learning 2. Focus on their strengths 3. Perseverance is the only way to succeed, while bias for action, agile is equally to be nurtured
Reply: "Absolutely! Millennials appreciate a workplace culture that fosters open communication and values their growth. Regular and transparent feedback, along with clear expectations, can empower them to contribute effectively. Celebrating achievements and providing constructive feedback in a timely manner helps drive their development. Listening attentively to their thoughts, concerns, and aspirations shows genuine care for their individuality. As mentors, let's create an environment where Millennials thrive and feel supported.
I have found the current push for authentic leadership, which is driven by our values, is an approach which resonates with many millennials. Giving feedback that is linked to performance is essential, and I think the more constructively critical the better.
Millennials are not satisfied with doing the same thing over and over again. They crave variety, learning, and growth. As a mentor, you should challenge them with new and meaningful tasks, projects, and opportunities. For example, you can assign them stretch assignments, involve them in cross-functional teams, and expose them to different aspects of the business. You should also help them set and achieve their professional goals, and connect them with other mentors and resources.
Millennials are not working for survival, they usually find motivation in purpose and autonomy. As a mentor one should be able to show alignment between what mentees want to do and the business goals. Give them purpose in terms of challenges and trust them to do well.
Some mentees have a firm grip on which way they wish to steer their careers and others can feel lost but equally crave intellectual stimulation. Being a mentor requires you to spot this early on and to help guide the mentee. There's also an element of taking responsibility for your own learning, where possible. A mentor can only give you tools and guidance. The mentee must be willing to take charge of their learning by asking questions and actively participating in conversations and making notes on what's being taught so they have a guide should a similar matter crop up.
I think we all should start by identifying our purpose, in our life or career, and based on it, identify our goals and activities to be done to achieve it. In this way, we will be working and investing our time in things aligned to our end purpose that is the biggest motivation anybody can have, no matter of the generation
Design a dynamic work environment by consistently presenting challenges that push millennials beyond their comfort zones. Craft "stretch assignments" that demand innovative problem-solving, fostering a culture where learning is inherent to the job. By introducing challenges that align with their interests and aspirations, you fuel their intrinsic motivation for continuous improvement.
When you think back to workplaces my parents would have been a part of, everything was about repetition. They did not have a job that allowed them to be creative, and for the most part, they were happy with that. For instance, I never got the impression that my dad's job "defined" who he was, and it was simply a way to earn money. For me, though, the idea of repetition with no scope to be creative feels very much like a prison. I think for Millennials, thankfully, the idea that you should stay in your lane is well and truly a thing of the past. Embrace their perspective, embrace their need to do different things, and as a business, you'll find that you'll be better for it.
Millennials are not afraid to take risks, experiment, and make mistakes. They want to have autonomy, flexibility, and ownership over their work. As a mentor, you should empower them to make decisions, solve problems, and express their creativity. For example, you can give them the freedom to choose how, when, and where they work, as long as they deliver the results. You should also encourage them to share their insights, suggestions, and feedback, and act on them when possible.
Regardless of the generation people often want to feel connected and valuable. Give them opportunities to come to their own conclusions (with your guidance). One of the best ways to do that is to ask questions. If they have an idea, walk through it with them, let them work through the hurdles in a safe environment, and come to their own conclusion on its validity. Then support them if/when they choose to move forward.
Creating a culture of innovation and growth requires empowering individuals, regardless of their generational label. Unique perspectives and strengths will thrive when freedom is given to take on challenges. Mentors must create an environment where mentees feel comfortable taking initiative, making decisions, and even stumbling along the way. Grant their desire for ownership while cultivating a sense of responsibility through this results-driven approach. Mentees will also feel like they are being valued if their insights and feedback are acted upon. Trust, collaboration, and mutual respect are the fundamentals of empowerment.
Labels? Blech. I feel that in order to truly empower someone, I need to learn them. I establish psychological safety immediately (trust, respect, rapport, support, sharing, etc.). It's our foundation. What's important to them? What are their fears? What do they want out of our mentee/mentor relationship? Goals? Current habits? Current mindset? Values? As needed, I will challenge them, provide feedback, and endless encouragement on work, opportunities, that leads to their desired direction. I so enjoy empowering people, seeing them grow, seeing them shine.
It is an inaccurate generalisation to say that millennials are not afraid to take risks and make mistakes. Maybe some are more risk accepting than others, but it is still a generalisation. What allows people to take risks, experiment and make mistakes is the culture of the team and the organisation. If you are a manager/mentor, create the conditions where your people feel safe to experiment and take calibrated risks. Set up the feedback loops so that experiments can be reviewed and mistakes critiqued for learning and growth. Educate your team about risk, risk appetite, risk management and mitigation and how risk fits into the organisational context.
The key to mentoring anyone is understanding their motivations. Millennials crave meaning, purpose, and growth opportunities. 1) Start by listening to their career goals and connecting their work to a greater mission. 2) Provide stretch assignments that build new skills, then recognize their contributions publicly. 3) Give direct but compassionate feedback so they know how to improve. 4) Check in regularly to show you care about their development. With patience and support, they will thrive. Remember, mentoring isn’t just teaching; it’s inspiring them to discover their potential.
Millennials are not immune to stress, burnout, or uncertainty. They face many challenges and pressures in their personal and professional lives. As a mentor, you should support them emotionally, mentally, and physically. For example, you can check in with them regularly, show empathy and compassion, and offer guidance and advice. You should also help them balance their work and life, prioritize their well-being, and cope with change and adversity.
For many years I have been accompanying young individuals, social climbers, and particularly female career starters with immense potential and passion for their work. Depending on the need, we have monthly and weekly calls. Especially before challenging situations, I conduct power calls. These serve either as a motivational push or to practice learned techniques shortly beforehand.
A mentee in the early stages of their career will benefit from hearing about the mentor’s own experiences of their early career; not to compare or comply with the earlier paradigm, but to share common experiences of and responses to the stresses and successes that mark the steep learning curves of a person’s early career. A mentee who can see how a senior person coped well and not so well and learned from their own struggles, will benefit from a sense of common experience that makes them feel less isolated in their own professional journey.
Have regular one-on-one meetings to discuss their goals, challenges, and development needs. Provide guidance tailored to them. Show interest in their career aspirations. Outline possible paths and help remove roadblocks. Encourage work-life balance and self-care. Don't demand excessive overtime. Demonstrate empathy regarding their unique pressures and anxieties. Don't diminish concerns. Clearly communicate your availability to help them whenever needed. Follow through reliably. Recognize their achievements, no matter how small. Millennials value constant feedback. Suggest, don't dictate. Collaboratively develop solutions to address struggles. Share your experience but also be open to learning from their fresh perspective.
Millennials are resilient individuals that were given a negative connotation. Collaboration can take place amongst any age or generation, you only have to open your eyes and ears...and your mind. If you want to be a mentor, look past the age and look into their interests and meet them where they are. Listen, really listen to what their goals and interests are. Mentoring doesn't mean "managing", it simply means to lead that person in a direction of growth. Help them grow in the path THEY are looking to go down, not yours.
A very specific example on how to do this is to help millennials navigate the organization. Remote work, online collaboration platforms, less HR physical presence at facilities and other trends have moved business forward in many ways, but they have also taken away to some extent the easiness of having daily, in person access to people that can mentor millennials (an all groups!) on how to navigate the organization. Being present and available for them (in whatever form that is) will most certainly help the mentee on being effective.
Millennials are motivated by purpose, passion, and impact. They want to work for a cause that they believe in, and make a difference in the world. As a mentor, you should inspire them with your vision, values, and actions. For example, you can share your story, mission, and goals, and how they align with theirs. You should also show them how their work matters, and how they can create positive change in your organization and beyond.
Motivating millennials is like being their favorite motivational speaker. When mentoring transitioning veterans for corporate jobs, I channel my inner cheerleader. It's like saying, "You've got this!" I share my journey, and show them how their work can make a difference to the team/organsiation and themselves.
Inspiring the next generation of leaders requires a genuine understanding and appreciation of their unique perspectives and aspirations. It's essential not to label them based on generational stereotypes, as this creates barriers and misconceptions. Instead, treat them as individuals, deserving of trust and responsibility. Mutual trust is the foundation of any meaningful relationship. Being present, actively listening, and genuinely engaging with them demonstrates respect for their ideas and contributions. The most potent form of inspiration is leading by example and providing a tangible model for them to emulate. Show them the way through actions, and they will follow and forge their own trails
Inspiring your mentee Congress from knowing where they get their energy from. So being aligned and using examples that relate to their passions will help inspire them along their journey.
To inspire them, we need to foster a collaborative and inclusive work culture. Offering meaningful feedback and challenging them with diverse, high-impact projects would bring out the best of their talents.
What I wish I was more aware of when I started my career was the importance of balance, self-awareness and taking care of myself as a human being as much as being a high performer. Emotional intelligence is now a key skill in the way we work today. My best contribution as a mentor to millenials has been to help them become more vulnerable, know their strengths/weaknesses, understand their personality types so they can know themselves but also understand how others may think/act differently and how to collaborate/communicate best.
Leverage millennials’ competitive spirit by challenging them to friendly skill-building contests. Compete on metrics like productivity, quality, efficiency - things tied to their development goals. Make it stimulating but not combative. Frame it as pushing each other to maximize potentials. Celebrate wins together. Reflect on abilities gained through the process. Keep your ego in check – you’re there to help them grow, not stroke your own ego. If done right, healthy competition can motivate them to push boundaries in a team-building way. The key is keeping it collaborative, not combative, so the focus stays on their learning and growth. Harness their competitive drive to elevate their performance.
I follow a practice called "One Question a Day" - originally adopted from Google. I believe the best way to mentor young people is to provide them with the confidence to find their own problems, and strengths, and help them self-reflect. For that I ask one new question every day to everyone and ask them to write down their answers to that the last thing before going to bed that day. A few of my favorite self-reflecting "One Question a Day" are - 1. What are you optimizing for? 2. How do you know you are self-aware? 3. Compare yourself with an animal. 4. How can I support you? All open-ended thought-provoking questions. Add if you have any comments here.
By offering long-term support, both the mentor and mentee stand to gain a number of benefits, such as: Stronger people and leadership skills Effective communication skills Alternate perspectives Broader networks Increased confidence
I also think mentors need to let go any personal bias we hold, of thinking millennials too brash, driven, outspoken etc. In 'our' time, things were different. But that is the past, and we all want a new future. Mentoring without passing along outdated standards is important for us to master.