The Millennial in the Workplace

Unfortunately, many managers are unaware of what really drives a millennial.

And as the baby boomers retire and more and more millennials join the workforce - their influence grows.

Millennials are defined as anyone born between the early 1980s and the early 2000s.

So, to help work out what really makes millennials ‘tick’; the Centre for Creative Leadership (CCL) has put forward what they consider to be the three most important factors for this generation in the workplace:

1. The people

Millennials place great value on their team, boss, mentors, and friends in the workplace.

2. The work

A good work/life balance is important to millennials - with work that is interesting and meaningful. However, they also need a bit of freedom - and don’t want to be ‘plugged in’ to work at all times.

3. Opportunities

Most millennials say opportunities for promotion, development and feedback are vital as they progress in their careers.

CCL also maintains millennials have a need to be genuinely appreciated, to receive good feedback; and prefer to have a manager or coach as a mentor.

In 2016, leadership expert, author and speaker Simon Sinek gave a thought-provoking interview about millennials in the workplace.

In his interview, Sinek explains why he thinks so many organisations have problems understanding millennials.

To help management in dealing with this, Sinek outlines what he considers to be the four most important characteristics of the millennial generation that organisations should consider:

1. Their sense of entitlement

Sinek argues many millennials have been brought up with a strong sense of entitlement i.e. they feel they are ‘special’ and therefore, should have ‘anything’ they want. This inflated sense of self-worth however can be crushed on entering the workforce - leading to low self-confidence or self-doubt.

2. Social media use

Sinek suggests that because many millennials have no restrictions on their social media use, many rely on validation and support from digital devices rather than people. This can lead to feelings of isolation in the workplace, as they struggle to form supportive relationships with their peers.

3. Instant gratification

Most millennials have grown up in a world of instant gratification where they never have to wait for anything. When applied to jobs and relationships - the results can be problematic.

4. Corporate struggle

When placed in a corporate environment without good management, millennials sometimes struggle with stress and forming connections. Sinek believes corporate leaders should help millennials by changing the corporate environment to better suit their unique skills. 

To get the best out of millennials - Sinek also suggests organisations offer millennials the following:

1. Provide training/career development

Many millennials view their jobs as a chance to ‘make an impact’ on the world and provide meaning; rather than just making money. Therefore, managers need to better recognise the millennials’ genuine job commitment by providing regular training and development.

2. Ensure a welcoming workplace culture

Most millennials are more comfortable working in teams - and thrive in a warm and uplifting work culture. Sinek also maintains organisations should make the most of the millennials’ computer and digital acumen, as well as their multi-tasking ability. 

3. Adjust the management style

Regular recognition of good work for all staff members is essential - and not just for millennials. Most millennials have a ‘can-do’ attitude so are often looking for feedback. Management needs to better recognise this, Sinek says.

 By addressing some or all of these issues - organisations should be able to get the best out of their millennial staff.

A note of caution: Not all millennials are the same. While guidelines are useful - it's all about knowing the individual - their talents, strengths, fears and preferences.