The most engaging leaders are unleashing the full power and creative energy of their millennials by focusing on five areas: communication, connection, contribution, freedom and growth. www.e3.solutions Keys to Boosting Employee Performance Employee engagement workshops employee engagement solutions Energy Leadership

1. Engaging Millennials
The 5 Keys to

2. Is there anything more
important than ensuring
your millennial employees
are completely engaged?
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3. So how can you fully
harness the insane
potential that your young
employees are ready to
unleash- given the right
conditions?
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4. Simply focus on the
following 6 areas:
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5. Simply focus on the
following 6 areas:
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6. Communicationwww.E3.solutions
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7. Communication
consistently ranks as the
most important leadership
trait, yet it is also the one
most lacking amongst
leaders today.
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8. The way millennials
communicate is
instantaneous and they
expect, and need, clear
communication and
immediate feedback.
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9. However, according to a
recent Gallup report:
Managers aren't providing
the feedback millennials
want or need.
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10. Only 21% of millennials
meet with their manager on
a weekly basis.
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11. However managers that
meet with their direct
reports on a consistent
basis see engagement
scores more than double
(44% as opposed to 20%).
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12. So check-in with your
millennials at least once a
day.
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13. They also need to know
what their work priorities
are and why it's important
to the big picture.
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14. Don't ever assume they
have those answers!
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15. And as their manager don't
be afraid of over
communication!
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16. Remember, the quality and
frequency of your
communication with your
employees has a direct
impact on their level of
engagement and
performance! www.E3.solutions
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17. Connection

18. Millennials are connected to
everything and everyone.
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19. They want and expect their
boss to be more than a
delegator of orders!
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20. Remember 1 out of 2
employees will leave their
job because of a
lousy boss- one they didn't
feel any connection to.
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21. Not to mention that leaders
with strong personal ties to
their direct reports have
employees with far higher
engagement rates than
those that don’t.
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22. To connect with your
millennials, create greater
trust and loyalty by being
more authentic.
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23. Great leaders don’t fret
over public opinion and
neither should you.
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24. Let go of who you think you
should be, and just be
yourself.
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25. You will gain their trust and
respect in the process.
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26. Be vulnerable and
Show them the real you.
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27. We all have the same fears
of not being good enough,
smart enough or worthy
enough, so why pretend
you are the exception?
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28. Focus on your social and
emotional intelligence.
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29. How are you coming
across?
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30. Are you seeing yourself in
their shoes?
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31. What are they feeling?
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32. Really listen to them,
focusing on their tone and
body language, and what's
not being sad as much as
what is.
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33. Carve out some time each
week to grab lunch or a
coffee with your key team
members.
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34. Find out what they enjoy
doing outside of work and
get to know them
personally.
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35. Let them know that you
and the company care for
them.
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36. As their need to belong is
met, they will give more of
themselves, which, in turn,
fuels their next need: their
need to contribute.
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37. Contribution

38. We all want to be doing
something significant with
our lives and have those
efforts recognized.
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39. According to Gallup's latest
report on millennials:
Young employees find
purpose to be more
important than paycheck.
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40. If your millennials have no
idea how their work makes
a difference than you'll
probably be looking for
their replacement in the
very near future.
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41. Employees are happiest
when they know they are
making a difference and
helping others, however,
their contribution often
goes unnoticed.
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42. This can quickly lead to
resentment and
disengagement.
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43. Don't forget that for the last
twenty years we've
rewarded them for
everything- including twelfth
place finishes.
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44. So recognize and publicly
celebrate their
accomplishments
whenever possible.
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45. You could also share a
client's story that shows
them how they made
a difference in someone
else's life.
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46. Freedom

47. Self-direction is the key to
performance, creativity and
engagement.
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48. Employees are far more
loyal and productive in
workplace environments
that respect their freedom
and encourage their self-
expression.
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49. Millennials get this better
than the rest of us, yet
we are still stifling their
creativity- holding onto
outdated management
theories that don’t work.
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50. To ensure they feel a sense
of autonomy:
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51. Remind them that
everything they do is their
choice.
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52. Choice is power, and when
your junior workers believe
they have a choice they will
become more engaged in
the process.
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53. Align their choices with their
values, not their fears.
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54. When we choose from fear,
our actions lack power.
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55. When we choose from our
values our actions have
more power, more meaning
and more energy.
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56. You can also give your
employees more flexibility
to accommodate their
schedules.
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57. Self-direction is the key to
performance, creativity and
engagement.
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58. Who works 9-5 anymore?www.E3.solutions
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59. And decentralize whatever
authority you can so your
workers have more
decision-making power.
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60. This will empower your
team members and make
your company much more
efficient.
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61. Growth

62. If your millennials feel they
aren't making progress in
their personal and/or
professional development
they will soon become
disconnected and seek
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63. Ensure that each employee
is constantly challenged so
that they can grow.
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64. Talk to your millennials
about their career path and
provide ways they can
develop their leadership
skills.
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65. More than six in ten
millennials (63 percent) say
their “leadership skills are
not being fully developed”
according to a report by
Deloitte.
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66. If you can’t offer them
onsite leadership
development then let them
attend conferences
or workshops that will
develop them so they can
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67. You could also encourage
them to attend a
local Toastmasters club- or
better yet- start one at your
company.
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68. You can also help your
millennials grow and build
confidence by ensuring
they focus on their unique
strengths and capabilities:
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69. If your millennials feel they
aren't making progress in
their personal and/or
professional development
they will soon become
disconnected and seek
opportunities elsewhere.www.E3.solutions
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70. Focusing on
their weaknesses is the
quickest way to
disengagement land.
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71. Another way to promote
growth is through
modeling.
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72. Have inexperienced
employees watch other
colleagues with similar skills
perform more advanced
tasks.
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73. Seeing others with similar
abilities succeed at a task
will help them develop
positive, “can-do” beliefs.
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74. Finally, optimize the working
environment so it inspires
high productivity.
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75. Make sure it’s a vibrant,
energetic, stress-free
workplace where
employees get the food,
exercise, rest and water
their bodies need so they
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76. Focusing on
their weaknesses is the
quickest way to
disengagement land.
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77. Focusing on
their weaknesses is the
quickest way to
disengagement land.
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78. Conclusion

79. The most engaging
leaders are unleashing the
full power and
creative energy of their
millennials by focusing
on these five areas:
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80. Communication
Connection
Contribution
Freedom
Growth
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81. Great leaders know that
what really motivates
millennials – once their
basic financial needs have
been met.…
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82. ….is their desire to learn,
grow and develop as
leaders, connect and
collaborate with others and
contribute meaningful work.
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