“Generation of lazy narcissists”, “iGeneration”, “Millennials” or simply those born between 1982 and 2000. There are many of us. I and perhaps you also fall into this category and if not, the more useful this article may be for you. After all, every year baby-boomers' children are permeating by the million to the labour market and perhaps even to your team. The Daily Muse website has published an article on this topic, advising how to lead such a group effectively.
Whether or not you are one of this group, you have probably read many articles somehow characterising Generation Y, and maybe you disagreed with them or agreed only partly. It is difficult to implement a uniform definition for millions of individuals but certainly some common features can be found.
Maybe you compartmentalise this young generation as a group of people who browse the social networks during working hours and seem to be more narcissistic than their older colleagues ... But do you know which effective management approach you should choose in leading your young colleagues? Here are a few tips which are surprisingly simple but could ease your managerial work:
1. Begin in a friendly manner
The next time you start a meeting, break the purely working mood with any kind of personal question. Feel free to talk with employees individually before the meeting starts and listen to their most interesting moments from the weekend. Young people do not like to be just one of the crowd (a trait not unique to them) and want to be understood primarily as people. And they want to see you as an ordinary person too. Informality and a touch of friendship will inspire loyalty and openness in them.
2. Ask them to show off
Young people have a lot of energy and are just waiting for the opportunity to perform and earn their further career development. Therefore, let them know that they can add an extra value to a particular project, showing them at the same time your expectation of such a performance. The project is a good challenge.
3. Appreciate simple but demonstrable benefits
This is not just a specific feature of this generation but in their case it carries greater weight. Your young employees crave affirmation that results are meaningful and contribute to the team. Occasionally, and especially when under pressure, many managers tend more to indicate mistakes and fail to appreciate any progress. Give your colleagues a sense of respectability.
You might think that these tips are simple and not so different from the tips aimed at supporting all employees. The point of this article is more effectively to specify common features that characterise Generation Y and provide you an overview when managing them. Maybe other employees will also appreciate a new approach. Try to come up with your own ideas on how better to integrate young colleagues into the team. Ask what your closest friends belonging to Generation Y appreciate from their manager and the team. You may be surprised how little it takes.
- bn-