Millennials get a lot of slack in the workplace. They are considered lazy, entitled, job hoppers. There are three ways that Millennials think that are different from previous generations. Understanding these differences is the key to managing millennials for maximum productivity.
Here’s a glance at what you’ll learn from Marissa Brassfield in this episode:
- 3 ways millennials think differently and how to use this to reach your organizational goals faster and engage your team while decreasing turnover
- Ask this one question to help your top performers feel more fulfilled in their roles and skyrocket their performance
- The worst thing you can do with a millennial team member and what you should do instead
- Marissa reveals what makes millennials stay in a job and what makes them leave a job
- Why millennials are perfect for creating innovations, bringing new ideas and boosting your company’s creativity
- Millennials get a lot of slack in the workplace. They are considered lazy, entitled, job hoppers.
- There are three ways that Millennials think that are different from previous generations.
- Millennials were taught that they could be and do everything and to pursue their dreams. They come into work expecting to work hard but they have to feel engaged for them to feel like it matters. Work has to be interesting and fun enough to justify the busy work.
- The best thing you can ask your highest performers is “What can I do or help you with to make you feel more fulfilled at your job?” Small things can make all the difference.
- Millennials do not fear failure in the same way as other generations, so a Millennial is perfect to put into your innovation team. Give them the time and license to look for better ways of doing things.
- One of the major criticisms of Millennials is that they question authority, but that isn’t coming from a place of insubordination, it’s from a desire to hack the situation and to perform better, much of which is derived from Millennial’s experiences with video games.
- Mentorship is crucial for Millennials, if you can’t be the mentor for the Millennials who work for you, someone on your team can fill that role. Millennials don’t need babysitting, they want opportunities to learn.
- You have to proactively manage your Millennials and set expectations about their work, then let go. Let them figure out the best way to do something. Micromanagement leads to Millennials feeling like they aren’t trusted which will lead to disengagement.
- The worst thing you can do to a productive person is make them unproductive.
- Freedom and autonomy are very important to Millennials, and they value having fun more than additional money.
- Mentorship and learning opportunities combined with responsibility are great ways to increase job fulfillment.