Leaders from all across the globe are discussing this and it's time that you as a CEO/ CXO/ HR head or L & D manager start thinking about what “all” needs to be changed, if you want to be ready for the new generation to rock your world. I mean, this has already reached the World Economic Forum- WEF and is topping their charts this year in their annual meeting. Leaders from all across the world are exploring ways on how to “engage” with them to become the next generation leaders. And if you feel millennials don’t have it in them or it would be difficult for them to take you completely off your feet- think again!

In order to manage them, you need to engage with them effectively. But before you try your traditional approaches on them, let’s take account of a few facts:

• Who are they and why are they so different?
• What are the reasons that should be considered before making an opinion about them? What makes them so different that “WE” should be prepping up for them?
• Where should you start from?

Who are they and why are they different?

Yes, generations have always been different from each other and acceptance of a new one has always been a struggle. Agreed that science, its adaptations have been widening this gap.  Then why are we treating them differently?

The answer lies in two most common words, words which have changed our lives completely, words which have made us learn/ unlearn a lot of things- Technology and Internet, and of course their wide availability, globally.

Let me not get into gruesome, boring stats /demographics to show who are they & what makes them different. Rather, just allow me to share what is their “type” with a few simple examples. I just need you to do me one favor, while going through these images below, just give one minute to think about how YOU are doing/ did these tasks:

Toddling:

Or, Watching Movies/ TV:

Or, Shopping:

Or, even eating:

You see my point? These guys used phones & tabs as teethers instead of the real ones. While in teens, you used to struggle hitting that shot in local baseball match, these guys struggled for more coins in subway surfer. While you would move from home to libraries more than three times a week to complete your homework, millennials have just moved between three devices to finalize the same. No, this difference is not huge- it’s just humongous.

Why should you be bothered?

I am sure, you have already answered the most important point within your mind- because you are going to grow (professionally and personally) and will need to hire them soon. Let me share that organizations today are finding it challenging to manage them since they are so different.

Another reason that you should be bothered is because they are going to outnumber you- very soon. They already are 25% of the total US population and will soon be 50% of the total population.

Thirdly, millennials have witnessed instability in the workplace, business scandals, and their parents’ jobs being downsized after loyal years of service. Hence, they feel even more disconnected to the organizations that they work with. So, it’s critical for you to attract them, recruit them, retain them and most importantly, learn to engage with them. 

A glimpse of how they sound should help you understand this better:

Where should you start from?

There are certain shifts that have been pending at our end, if we view ourselves as a growing, leading organization. I strongly feel, it’s time we adopt them ourselves since the “choice” of adopting them is expiring soon. So, if you are leading your company and want to keep

So, if you are leading your company and want to keep leading it, here are a few suggestions that you could explore:

1. Understand them & be transparent- Ya- ya! I know it’s a cliché. But don’t tag them as over-ambitious, narcissist, lazy-bummers or sleep-tarts. Just accept it- that this generation heard smart work before hard-work. But hey, they did hear the latter. Also, think about this-  are you seriously transparent when you are placing the offer? Or in understanding what their expectations are? There is a huge gap between the perception and reality when it comes to promises made by employers- this needs to be addressed well in advance.

2. Offer Diversity & Flexibility-  Millennials have a strong desire to work overseas. They are, by the way,  more adept than previous generations in working with different groups, ethnicity, backgrounds and countries, thanks to the internet! Also, think of ways that you can bring some flexibility in their lives. If you set them free, let them do their jobs the way they want to- they will respect you more.

3. Help them grow- More than 52% millennials wants to stay with a company that helps them grow in their lives- personally & professionally. Encourage learning- Millennials want to experience as much training and learning. If your organizations engage with them for developing their talent- you have hit the jackpot! The biggest draw proven in studies is Progressive opportunities. Money isn’t everything for them- give them opportunities to learn, to develop, to train themselves.

But most importantly- Motivate them, their way- not your way. Which means- don’t push them into boring physical training with classrooms & boards, that’s not flexible!! Nor does it match their persona. Serve it to them in their style- adapt technology to engage with them, to train them, to develop them, to give them a sense of growing, all the time.