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To Motivate Millennials, Go High-Touch for the High-Tech Crowd
Millennials expect a variety of challenges, and opportunities to grow. Learn six ways to adjust your talent management practices to better engage Millennials.
So what management approach will motivate Millennials? Well, it isn’t much different than what drove this mid-career Generation X employee. Like me, Millennial employees want someone who provides challenges, supports them, and facilitates developing professional skills. As recent ManpowerGroup research reveals, Millennials are pragmatic and forward thinking about their careers as a result of uncertain economic realities and a shifting work landscape. Globally, over 50% of Millennials expect to work past the age of 65; 73% work more than 40 hours of week and nearly a quarter works over 50 hours; and 84% anticipate breaks throughout their career.
1. Get to know them. During your one-on-ones, go beyond the usual “what’s on your plate?” Here are some questions to get you started:
- What keeps you here?
- What might entice you away?
- What makes a great day for you?
- What would make your work more satisfying?
- What can I do to support your career goals?
- What is most energizing about your work?
- What is inhibiting your success?
- Do you get enough recognition?
- What three things would change to make this a better place to work?
- What can I do differently to best support you?
3. Provide new challenges and opportunities. Create challenging job assignments. Enabling employees to work on cross-functional projects can broaden organizational exposure, increase visibility, and build skills. If your organization doesn’t support this type of action learning, go DIY. Champion your employee and provide an opportunity for him or her to initiate an idea and drive it to execution.
5. Provide frequent feedback, recognition, and affirmations. This generation expects instant feedback and sharing. Go ahead and share your opinions widely with peers, other managers and leaders. And yes, it is ok to do it even when they are just doing their job. To make it meaningful, be behavioral and specific. You are reinforcing behaviors and actions that you want your employee to do frequently.
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