Millennials often get a negative employee reputation from older generations. They’re viewed as lazy, entitled, and as job-hoppers, but that’s far from a complete depiction of the millennial workforce. The truth is, millennials are currently the largest generation active in the workforce – so, whatever you may think of them, they have the power to stand up for what they think they deserve in the workplace. Before you jump to conclusions, consider the idea that their values might be more practical than you think. To move forward successfully, it will be increasingly important for managers to cater their management style to this young and talented group.
Here are 4 deal breakers millennials are looking for from their leaders:
- Leaders who pay attention.
One way to surely discourage employees of any generation is to treat them like they’re invisible. Millennials are looking for quality management, that goes beyond an annual standardized review. They want someone who plays an active part in their work by providing constructive feedback and direction that will propel their career, and your company, forward. Focus on providing your employees with weekly face-to-face time to increase employee loyalty.
- Leaders who recognize their people.
Sure, a paycheck and a nice bonus is great, but receiving recognition for their hard work in front of their organization ranks high as a performance motivator for millennials. Recognizing your employees not only gives them a boost, it also encourages everyone around them to work harder and achieve recognition as well.
- Leaders who give their people decision-making privileges.
Whether your employee is 26 or 62, one way to build company loyalty is providing them with the ability to make decisions and have influence over items that matter in the business. Consider how you can empower them to take charge of large projects, include them in meetings about strategy, and involve them with the mission and culture of the company.
- Leaders who provide means of advancement.
Contrary to the belief that all millennials are lazy, most rank the opportunity to learn and grow their career as an attribute they want most from an employer. They evaluate their role based on future aspirations and will consider leaving a company if they feel they are missing out on a growth opportunity. If they’re performing, be sure you are providing avenues for them to influence the organization and advance into higher positions.