There are many comments we hear during training sessions about the problems some managers face when interacting with millennials, or Gen Y. There is a disparity in the preconceptions about how hard work is achieved and the reality of being faced with a modern day work place.

When the baby-boomers were entering the workplace, it was taken for granted that hard work, and long hours equalled productivity and that the only way it could be achieved was through long hours at the
office.

This is no longer true. Millennials have grown up surrounded by technology, that has outstripped our original understanding. We advise clients not to fear progress, but to embrace it. Keeping up with technology and changes in social media is vital.

Having web-savvy employees is a must if you want to ensure your company is in
step with changing markets and ways of communicating your business.

Social commitment and modern day values

Family commitments and social awareness are also important to this generation, as many of them grew up in single parent households, with that parent relying heavily on childcare.

You have to understand the social and intellectual thinking behind Gen Y’s decision making. It goes against the 1990s ‘Nicola Horlick’ model, and now many young parents may prefer to quit the workplace entirely for a period of time, and focus on raising their children. They have seen first-hand that trying to have a full-time career alongside full-time parenthood is not always practical or realistic.

Having lived through, and survived, a deep recession, this generation needs to have a clear idea and grasp of the business choices you make. Keeping them happy is no longer just tied to salary, and final pensions. Modern employees need to see integrity and leadership which inspire them, and to be invested in through training and mentoring. These are the advantages which will speak to them.

There is a deep environmental, and social awareness that runs through this generation. Think about giving staff time off to help with a local charity or flexible time to commit to a cause that matters to them.

Transparency, open communication and investment

Customer service is vital everywhere and in the same way people can now tweet about lack of updates when their train is delayed, this generation will not accept inadequate bosses. There are websites where employees can rate their company, and allow employees to air their views, all of which can be read by people you are hoping to attract to your company. As much as you are scrutinising candidates’ Facebook profiles, they are looking at you as well.
However, the values that you had when starting out are pretty much never changing; you were looking for a leader to motivate and inspire you, and hopefully that is what you have become for today’s recruits.

Invest in them, spend money on training and qualifications, and you will be repaid with bright, innovative individuals who can see beyond the next few years and help transform your company. They want to grow, and knowledge and learning is deep important to this group. If they question a task, it is because they want to know how it directly relates to their improvement.

Older managers are valued for their wisdom and knowledge, but unlike the baby boomers, this generation will question authority if they see a better way of moving the company forward.

But take the positive message from this; this generation wants inspiring managers who can influence and take views from all their staff. Who have a clear vision of where the company is heading. These are all familiar, important themes which we cover in our leadership workshops.

Reaching out for other opinions will not lose you respect, rather it will be gained.