“What Do You Want From Me?”

Dear Manager,
 
I’m a Millennial.  I was born between ’81 and ’96. 
 
I am sociable and self-confident, but you may think I’m self-absorbed. I am competitive, goal driven and I rewrite many of society’s habits – like avocado toast & ride-sharing! I prefer online training and a collaborative communication style. I expect change to be a constant and I see it as an opportunity. 
 
I love technology – it’s the only way we get stuff done! The internet was my playground and digital is in my blood.  I grew up with a smart device in my hand – not a book. I enjoy being idealistic, multi-tasking and having access to more information than I need. I need goals, a clear target, and constant feedback. I also love things that look great on my resume 🤣. I prioritise work-life balance so I value adaptability and flexibility. I need to know I make a difference – especially in community and world issues. I have a strong moral-code and I advocate strongly for right over wrong. I want to fix the world – but I want to enjoy life while I do this. I want to be better tomorrow than I am today.
 
My differences aren’t negatives. I bring a lot to the workplace, if you just understood me better . . .?
 
If reading this has already p!#ed you off, here’s some handy tips so you can get the most out of your millennials: 
 
   • Create collaborative multi-generational groups for cross-mentorship
   • Use multiple communication platforms and identify what the majority would like to use – face to face, messenger, WhatsApp etc.
   • Create an environment which supports reciprocal respectful feedback across generations and align feedback with mentorship
   • Be clear, transparent and consistent with roles, responsibilities and goals – don’t assume
   • Create flexible work schedules and conditions - quality and quantity of output is goal, not where and when it’s done
   • Provide recognition and/or incentives – tell them how they make a difference and the positive impacts they create
 
. . . And while you’re at it:
   • Acknowledge and embrace different learning styles
   • Ensure all your people feel heard and valued (if I have no voice, I have a no care attitude)
   • Keep all generations working and communicating together, and help manage potential irritations
 
And lastly, understand that one-size-doesn’t-fit all when it comes to your team-members. We all think, act, respond and behave differently. Embrace the differences and leverage them to the individual’s and the business’s benefit. Need help with your multi-generation team-members? Call Shiift – We Do People!

Ref: The Executive’s Guide to Leading Millennials, Gen Xers, and Baby Boomers (Wharton UofP)

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