I am really pleased to introduce my friend and colleague Soluchi Ogugua who is the author of this months GUEST BLOG. Considering that she is super busy with her day job as the Group HR Manager of a successful group of companies I am grateful for her time in sharing her wealth of experience. This experience comes from managing a team with over 50% millennial contingent…so she knows what she’s talking about.
I know you will enjoy this article and learn so much from it.
Enjoy,
Liz
Millennials in the workplace are those employees born between 1980 and 2000. They are also known as Generation Y. They make up a good percentage of the workforce in the private sector. Millennials form a large chunk of the workforce in most private organizations largely because of the ‘fun-vibe’, creativity and innovation they tend to bring to the workplace. When you find them, they are technologically advanced and socially connected by the world of the internet, social apps, instant messages etc.
Certain characteristics make working with millennials very intriguing and dynamic.
- They are very inquisitive by nature and tend to question or query everything.
- The first people to policies, procedures and processes in the workplace will most often by millennials; especially if these policies are seen to impede their freedom of expression.
- Millennials lean more towards flexible schedules, expect work-life balance, and enjoy a workspace that encourages creativity and ideas.
- Their attitude is usually enthusiastic and positive and they often display a willingness to glean new knowledge.
- Millennials are constantly seeking ‘disruptions’, looking for new ways and methods to achieve.
- They get their drive from innovating and spinning new ideas.
- Most millennials are fun to work with.
- However, millennials come at a huge price because they possess a lack of balance to their outlook. Because of their love for creativity and innovation, they have no patience for rules, regulations or standards in the workplace, especially when they feel these rules stifle their freedom of expression.
They usually do not understand why they are cannot say their minds exactly the way they feel and how they feel it. And when they come up with ideas and it is either rebuffed or pushed aside, their motivation and drive are badly hit and they tend to withdraw. Once they overcome a challenge and became bored, they become restless and start looking for the very next challenge. Little wonder they are largely responsible for high entry and exit in most private organizations.
Related Reading: Peter Drucker on Leading Millennials
So, there seem to be a lot of ‘yin & yang’ in how millennials operate in the workplace. It’s interesting to note that most managers and executives are Baby Boomers or Generation X’ers (who are quite different in their outlook than millennials); leading to some friction in leading for productivity in the workplace. Increasing numbers of millennials are joining the workforce. It is therefore expedient to know how best to lead them in the march towards productivity in the global economy.
LEADING MILLENNIALS
Here are some tips on how you can effectively lead millennials to get the best out of them.
- Provide Structure & Leadership: Ensure that you provide a structure within which millennials can work; and communicate that culture clearly. Often times, firms run into problems with millennials because of poor communication on how things are run. Set goals and objectives. Define the parameters for assessments. Provide constant feedback and monitor progress towards achieving these goals. In other words, design a structure that enhances performance, encourages setting of clear goals and provide leadership and direction towards the achievement of those goals. Millennials thrive where there is clear leadership that they can trust.
- Create an “open-door” policy that encourages innovation: Millennials thrive in any environment that encourages them to create and innovate. To effectively lead them to enhanced productivity and performance; ensure that the channels of communication are effective and constantly open for them to express their ideas uninhibited. Once they feel stifled, they withdraw and gradually leave the organization in no time. This doesn’t mean that every idea should be welcomed with open arms but this is where structure and leadership can help steer millennials right. Having an open door provides the opportunity to inject fresh ideas into the organization as well as to steer those ideas in the right direction.
- Train. Train.Train!: While most millennials are intelligent and ‘book-smart’, most lack employability skills and certain crucial soft skills that are characteristic of high performers in the workforce. Many lack the competencies that are required to keep an organization on the competitive edge. In order to take advantage of the vibrancy and ‘can-do’ attitude that millennials come with, employers must be willing to invest heavily in training, learning and development. The workplace should be created to be a learning environment because it is in such environments that millennials thrive. Since they are highly motivated by opportunities for growth and development, organizations should provide these opportunities to ensure that they are engaged, committed and retained in the organization. Training is actually a major passion at Lizspire.com! Find out how Lizspire can help you here.
- Motivate: Millennials are motivated through good compensation and benefits plan, bonuses, awards, recognitions and commendations. No other group of people love to be recognized and commended for their work like millennials! An environment that not only encourages innovation but also recognizes and rewards such efforts and outcomes are best for millennials to thrive in.
- Create a fun workplace: Work-life balance is key to getting the best out of millennials. They love work to be fun and love to enjoy what they do. Gym memberships, staff retreats, team building programs and exercises, office celebrations, end of year celebrations etc. are some of the activities an organization can engage in to make the workplace fun. It also assures them that their welfare is taken seriously by the organization. A workplace that is deemed to be ‘drab’ and ‘stuck-up’ will neither attract or retain millennials. Millennials are very visual, Lizspire has some original social media posters.
Related Reading: Trying To Manage Millennials? Give Up And Lead Them Instead
Yes, millennials can be fun to work with, bursting with fresh ideas and enthusiasm, edgy, sharp and technologically advanced in a rapidly changing global business climate. They also possess the qualities to keep any organization on the competitive edge. But also, they can be frustrating to work with, seemingly unstable, always looking for the next move, impatient and lack basic work ethics that help to preserve culture and brand. However, with the right mix of systems, structures, leadership, coaching and mentoring, millennials can be huge assets and the foundation of a superior workforce!
Does your organisation or team have a unique way of leading millennials and bridging the divide? I would love to hear your opinion and unique methods. You can send a direct message using the preceding link, or just comment.
Soluchi Ogugua is an HR Business Partner with a strong passion and commitment for people and skills development. She has Degrees in Economics and Global Human Resource Management. Soluchi has garnered over 15 years of hands-on experience in leadership, coaching, mentoring and HR Strategy, assisting individuals and organizations to achieve their development objectives. Her goal is to create and add value that provides sustainable impact. Soluchi is a fun and innovative leader of millennials. Contact her for her unique solutions at https://www.linkedin.com/in/soluchi-ogugua-51840941/?ppe=1
