Millennials are individuals born between 1982 and 1994. You can call them Generation We, Peter Pan Generation. There are talented individuals within this Generation that will lead your team sooner than you think.
It might sound crazy now. You might think that the millennials can’t make excellent managers, but time will tell.
Current leaders often overlook, misunderstand, and poorly appreciate members of this Generation. The fact is that they will soon join the leadership position and bring a positive impact.
You better start plans of bringing millennials onboard. Members of this Generation will bring a significant impact and spur change in a bigger and better way. It would help if you had the success and change that it will bring along with it. If so, then ignore the ample amount of disillusioning and adverse reports on how they display careless ways of their jobs.
The Boomerang Generation brings a new set of values, expectations, work-life balance, habits. Millennials have access to technology than any other generation. Therefore, they are flexible at work. They will get the job done from anywhere, be it on the beach relaxing or at a coffee shop.
The global community values the result over the process. Therefore, Millennials will fit into the leadership landscape perfectly well after they get used to it. That’s when the business community will realize the pie they brought on the table.
Millennials need adequate preparation to make good leaders. Please give them mentorship, Coaching, and supervisory skills.
This article gives you six ideas on how to begin motivating millennials in the right direction:
Coach Millennials on independent decision-making
In as much as potential leaders need to know how to work in a team and understand the value of concurrence, they also need to understand the importance of making the tough call. Most of the millennials will have to acquire this one skill and make it in a leadership position or the corporate world.
Share Organization knowledge via a plan.
The first thing you should do is update millennials supervisors on a different part of the company. They always want to know how their role ties into the bigger picture. It will be essential for great help to them to see the role played by each individual in the organization.
Come up with an appropriate level of personal and professional workplace sharing.
The Boomerang Generation enjoys integrating work and personal time. You must understand that this is a share of everything generation. Most of their co-workers are friends. Having healthy boundaries for new supervisors and teaching them the art of sharing the same with their friends will play a significant role.
Teach them that Work-life balance can exist with deadlines
To the millennials, work-life balance is a priority. They don’t like the habit of forcing objectives on others, or let’s say giving other people strict deadlines. Therefore, a new millennial supervisor is not going to feel good enforcing deadlines onto other people.
The question is, what do you do when emerging projects need flexibility and a deadline? This is where being able to enforce an unpopular timeline that requires going the extra mile is vital.
Come up with generational understanding and appreciation.
The Boomerang is just like others when it comes to understanding co-workers of other generations. Therefore, they need coaching to gain a better understanding of who they are dealing with and how to treat them.
The boomerang generation needs to have a clear picture of why baby boomers are so loyal, and Gen X-ers are so driven. Knowing this, they should take it upon themselves to understand how they can motivate many people on their team.
Explain to them that meeting all requirement of a job description is only part of the job
Millennial supervisors should seek all the details and exact direction when it comes to learning a leadership role and how to deal with new team members. This way, the new supervisor will review the job description and subject to challenge anything that falls out. Therefore, millennial supervisors should be coached to navigate the phases of organizational development and the reasons they exist.
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