The Millennial Myth

At the start of 2016, Millennials replaced Gen Xers as the largest generation in the US Labor Force. So, if you haven't yet figured out how to engage, motivate, and inspire this new work group, you had better get started. And it is probably going to take more effort and intentionality than what you were hoping or planning.  

The words that we often hear when discussing the New Millennial employee are: "Entitled, Privileged, Narcissistic, Job Hopping Trophy Kids."  But are these stereotypes really warranted? Could it possibly be that there is a different requirement that is being placed on companies that far too few have figured out how to answer?    

As a GEN X'er myself, when I entered the workforce full time I often heard that my generation was unmotivated, not driven, happy with the status quo. However, when I finally started managing my generational peers, I found that nothing could be further from the truth. You just need to look a little harder to find the things that motivate them.  Through the years, many companies have figured out the secret to the sauce of the "Gen Xer".   Things like sharing in company ownership, institutional values, and a direct connection between work and the company's success/values are the common threads that inspire my generation.  

However, when considering how to inspire your new Millennial employees, it certainly is a little trickier than the generations that have come before.

I certainly don't have it all figured out yet; however, Simon Sinek, one of the foremost authorities on the subject of incorporating Millennials into the workplace, has some great advice for those who manage and employ this new generation.

To sum up Simon's key points here is what it entails (spoiler alert, it isn't as hard as you might think):

1.) Create metrics that help the Millennial track their own performance and hold them accountable with achieving those metrics. But not just them, create a cadence of accountability across the whole team and you will have a much more engaged Millennial. 

2.) Make sure their performance goals and priorities are clearly communicated and understood. They like to be involved in the process of setting their performance goals and priorities, but they don't want it to be left to them alone to figure out.

3.) Create environments where thoughts and ideas are shared openly and honestly. This is the generation more than any other that will not be productive if they are asked to work amongst themselves to get things done. They want to know that there is a team think going on and when one of the team members has a good idea they will be recognized (and not just themselves). They also want to know that they can trust you and the other team members by sharing openly and honestly. 

Here is some great best practices from Simon: 

As well as a very informative article: https://www.34strong.com/leadership/debunking-the-millennial-myth-accountability-performance-goals-prioritization-and-simon-sineks-circle-of-safety/

I hope the thought is comforting that there are some solutions available.  It certainly isn't one size fits all, but if you are able to implement a couple of these suggested changes, I am sure it will make a difference. 

Good luck, and happy managing!!!