(In Part One of this post, we shared some pros and cons of Millennial managers, and how they’re changing the way employees are managed.)
Are you a Millennial manager looking to create the best environment possible for your team? Here are four tips for managing other Millennials in the workplace.
- Establish trust and autonomy. Whether your employees have 10 years of experience or are a fresh out of college, Millennial managers must remember to treat and manage individuals the same, regardless of age. This doesn’t mean you can’t take behavioral nuances and preferences into account. Instead, create a team culture where both trust and independence exist for everyone. When employees trust their boss and have the freedom to do their jobs well, they’ll feel less like a cog and more like a valued member of the team.
- Ask Millennials how they want to be managed. It’s that simple. Though Millennial managers already have a solid understanding of how their peers want to be managed, asking about specific preferences or workstyles is crucial to maintaining and sustaining trust in the relationship. During weekly 1-on-1 check-ins, talk through any roadblocks that are inhibiting an employee’s progress and ask how you can help them achieve their goals.
- Understand that your employees won’t work at your company forever. Changing jobs is inevitable for the modern employee – yet another area where younger managers can relate to their employees. And while you can’t keep your Millennial team members from seeking out other job opportunities, you can help them develop the skills they need to succeed in future roles. An added benefit? Arming them with skills for the future will not only make them better in their current roles, it will boost engagement, leading to enhanced performance and productivity.
- Lead the charge for frequent goal-setting. Young managers understand better than anyone that annual performance reviews are outdated and ineffective. In fact, our recent data study found that 82 percent of Millennial managers ask their workers to establish goals quarterly or more frequently. When an employee achieves said goals, don’t forget to recognize them. While Millennials don’t expect a gold star for every task, recognition still matters. Recognition, like goal-setting, should be a regular habit rather than an infrequent formality.
Though moving from an employee’s peer to their manager isn’t always the easiest transition, Millennial leaders are well-positioned to help their team succeed and reach the next level. Act as an advocate, not a dictator for your fellow Millennials by checking in frequently, following up on goals and establishing a culture of transparency, trust and autonomy.