6 Management Tips to Bridge Differences

1. MANAGING,
MENTORING
& WORKING
WITH MILLENNIALS
Management Tips to
Bridge Differences6

2. of corporate recruiters say their
organization has a difficult time
managing millennials
of executivesgive millennials low
grades for work preparedness
2/3
Millennials are a huge opportunity for companies and yet…

3. Those statistics
are alarming
because
millennials
comprise a third
of the workforce

4. Remember when
you were 24?
The uncertainty, ambiguity
and evenanxiety of leaving
two decades of school for a
whole new life?

5. Because we had little experience at
that age, we also had less baggage;
we could enter new situations less
jaded and genuinely listened to
conversations.

6. We hadn’t yet bought into what
couldn’t be done; this enabled us
to move forward but guaranteed
we would make mistakes of
ignorance.

7. Millennials are the
same – eager to listen
and engage, but with
vastly different
expectations for
transparencyand
tools.

8. Millennials are
used to checking
status themselves -
anytime, anywhere.
It’s self-service to
the extreme.
What’s a
good place
to eat
nearby?
What has
Mary been
up to?
Status
update:
“Heading to
New York!”

9. They’re used to
communicating instantly
and constantly – without
meeting, getting on the
phone or doing a
PowerPoint deck.

10. They presume
transparency and
they presume other
people are seeing,
reading, and
reacting to what
they communicate.

11. It’s the push rather than pull model;
transparency isn’t a fight, it’s a constant.

12. of millennials
prefer to work
independently and
coordinate digitally
according to PwC.
70%

13. Imagine the potential capacity
breakthrough for an enterprise:
less meetings and reporting but
real time transparency.

14. Unfortunately, most companies are far from that
transparency ideal and the means of communicating
about work may even appear crazy:
List of what people should do
PPTDashboards on what they are doing
SharePoint sites withwhat they’ve half done
Emails on why they can’t do it
Endless status calls to make sure no one has time to do it

15. Millennials are used to having
“an app for that” – getting
status and tools themselves,
and learning a new tool habit in
a heartbeat.
They haven’t yet decided
learning new ways of doing
things is too hard.

16. Millennials may also be slightly baffled or
resistant to the amount of busywork that
surrounds or even equals the amount of
meaningful work, which can make
managing them difficult… but aren’t we
complaining about that too?

17. This is what millennials most want
from organizations reports PwC.
Meaningful
work and
work/life
balance are
more important
than financial
reward.

18. While some report that this generation is
less engaged in their new jobs than prior
generations of young people…
Gallup reports that almost 80% of
their older colleagues aren’t engaged in
their jobs either.

19. A Deloittestudy reports 75%
of millennials would
actuallylike their
companies to do more to
develop future leaders.
and 70% of a young
person's learning
happens on the job.

20. Keep the following 6
tips in mind to smooth
out the differences and
engage your young,
talented team members.

21. 1. Know when
you hire them
that you’re
signing up to be
a leader,
mentor, coach,
and manager.

22. 2. Communicate goals, share how their work
supports the mission, and be transparent.

23. 3. Provide more
frequent feedback
and positively
reinforce work well
done to contribute to
on-the-job training.

24. 4. Respond to mistakes by providing
guidance on expectations, alternative
approaches, and logic for different
decision making.
Remember you didn’t hire for their
experience; you’re helping them build it.

25. 5. Share your
lessons learned,
subject matter
expertise and
leadership skills.
Inspire and engage
them with both
wisdom and
kindness.

26. 6. Avoid training them
to hide the ball, bogging
them down with
irrelevant tasks, or
expecting them to be
effective (or happy)
with productivity tools
older than they are.

27. Embrace millennials’
fearlessness as well as the
idea of helping them grow.
These are things our
workplace and we
genuinelyneed.

28. Tap your team’s potential.
Clear goals, easy
collaboration,
regular 1on1s and
feedback engage
and propel your
workforce.
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