I am from the baby boomer generation (though I was born right at the tail end). So, I likely share perspectives from both the boomer and Generation X camps. Suffice it to say, I've found that each generation tends to look at those that follow with some discouragement, which can often lead to some disparagement. The irony, of course, is that we are the creators of the subsequent generations.
With that preface, I have been giving a lot of thought recently to millennials, a generation comprised by those who were born between 1981 and 1996, according to Pew Research Center, and how to effectively lead them.
Given that I have children who fall into this date range, I have been reflecting on the positive qualities of this generation, in contrast to the oft-maligned points of view shared by many. From the vantage point of having raised millennial children into young adulthood, as well as leading them in the professional work environment, I first offer the following positive attributes that I see in them. I've observed many millennials are:
• Collaborators: I experience millennials as curious information-seekers who readily access Google and other sources to gather and share information. They communicate on social media and expect information sharing as a matter of course. They are connected in ways we did not have in my formative years. And, the expectations that go along with it is that information is ubiquitous.
• Includers: I've also seen that, as a result of learning about the struggles of older generations, millennials see diversity in the workplace differently than generations before them; they look through a lens of "cognitive diversity." They also prioritize diversity and inclusion efforts during the job search. A 2017 study by the Institute for Public Relations found that almost half of American millennials consider these factors important during a job search.
• Social justice seekers: As these young people, and the generations behind them, continue to pave their way in today's workforce, I believe the arrival of “conscious-capitalism” and mission-driven business should really be no surprise to any of us. For example, this generation is concerned with the environment, with having lives worth living and making a positive impact on society. The much-lamented job-hopping among Millennials is a reflection of them seeking to connect themselves to something they can believe in and actively support.
In the context of acknowledging generational trends, there are opportunities in how we can assist this burgeoning group of future leaders to assimilate and gain traction that much faster in their careers:
Create a sense of collaboration.
From my perspective, given their highly collaborative and inclusive nature, it's important to provide them with opportunities to engage, share information and understand how their contributions connect to the goals and mission of the organization. Frankly, this is true of any generation. Collaboration and a sense of belonging are important, and friend groups, including work groups, provide a sense of connectedness.
Be transparent, and provide support.
When hiring, be clear on the expectations of the role and what it takes to excel, and show them a clear pathway for how growth, learning and success are achieved. As a boomer, I can attest to the reality that when I was first starting out, roles required a more individualistic and often self-initiated charting of my career path; guides were few. Millennials care about their development, which means it's also important to offer performance feedback necessary to succeed.
Show that you value them as employees.
And, don't make the mistake of assuming they are not working hard or putting in the effort. In fact, they are often found to take less vacation time and even work on their days off. Health and performance are tied to finding time away from work. That is nothing new. However, if your millennial workers are risking burnout by not taking time off, lead by example and encourage them to take care of themselves. That will help reinforce the relationship and demonstrate that you value them as people and as part of your team.
I offer that we remember that this generation is expected to become the largest generation in the U.S. in 2019. They will be the next big force to drive our economy and shape many things to come. If your view of millennials is a negative one, I offer that you reflect, sincerely, on the above and work to connect with them and embrace their uniqueness, both collectively and individually. From my perspective, if they are job-hopping or if we cannot relate to them, perhaps there are steps we can take to better engage them in today's workplace. After all, who is going to run things in the future?
