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Managing Millennials

Who They Are

They’re the hottest commodity on the job market since Rosie the Riveter. They’re sociable, optimistic, talented, well-educated, collaborative, open-minded, influential, and achievement-oriented. They’ve always felt sought after, needed, indispensable. They are arriving in the workplace with higher expectations than any generation before them—and they’re so well connected that, if an employer doesn’t match those expectations, they can tell thousands of their cohorts with one click of the mouse.

They’re the Millennial Generation. Born between 1980 and 2000, they’re a generation nearly as large as the Baby Boom, and they’re charged with potential. They’re variously called the Internet Generation, Echo Boomers, the Boomlet, Nexters, Generation Y, the Nintendo Generation, the Digital Generation, and, in Canada, the Sunshine Generation. But several thousand of them sent suggestions about what they want to be called to Peter Jennings at abcnews.com, and “Millennials” was the clear winner.

6 Principles of Millennial Management

So how do you translate what you’ve read so far into your day-to-day life on the job? What do today’s young employees want? If we’re designing recruiting programs and management systems based on their values and needs, how do we proceed? What kind of work environments attract, retain, and motivate Millennial coworkers?

Here are their six most frequent requests:

You be the leader. This generation has grown up with structure and supervision, with parents who were role models. The “You be the parent” TV commercials are right on. Millennials are looking for leaders with honesty and integrity. It’s not that they don’t want to be leaders themselves, they’d just like some great role models first.

Challenge me.
Millennials want learning opportunities. They want to be assigned to projects they can learn from. A recent Randstad employee survey found that “trying new things” was the most popular item. They’re looking for growth, development, a career path.

Let me work with friends. Millennials say they want to work with people they click with. They like being friends with coworkers. Employers who provide for the social aspects of work will find those efforts well rewarded by this newest cohort. Some companies are even interviewing and hiring groups of friends.

Let’s have fun. A little humor, a bit of silliness, even a little irreverence will make your work environment more attractive.

Respect me. “Treat our ideas respectfully,” they ask, “even though we haven’t been around a long time.”

Be flexible. The busiest generation ever isn’t going to give up its activities just because of jobs. A rigid schedule is a sure-fire way to lose your Millennial employees.


Connecting Generations: The Sourcebook by Claire Raines

They Just Don't Get It
April 18 & 19

Everyone has their own way of learning, listening and getting things done. To be a better manager, you need to understand the people you manage. Help your worst employee become your best asset by tapping into their learning styles.

Participants will evaluate their own learning style based on the Kolb Learning Assessment. Using class and workplace examples, participants will apply what they learn.

May 16 & 17

Coaching is one of the fastest growing strategies used by organizations to improve the performance and retention of staff. Many organizations are using coaching to improve employee loyalty, productivity and performance.

By assisting employees to develop a sense of balance and security, they are more likely to take the risks to be top performers, and positively impact the bottom line of the organization. This seminar will teach and practice the steps to successful coaching.

For other upcoming Business Institute classes and programs check us out on the web


APRIL 2006