This is a follow-up to last week's email on managing Millennials. If you missed it, check your inbox or (shame on you!) trash can. In last week's email we discussed the generational changes that have resulted in challenges in the workplace. Since we aren't experts on the matter, we yielded to Simon Sinek's response to the "Millennial Question" on a taping of Inside Quest from October 29, 2016. If you'd like to watch the clip yourself, click here. In the interview, Sinek states that there are four challenges when it comes to Millennials: Parenting, technology, impatience, and environment. After breaking down these issues and their generational impact last week, we thought it would be worthwhile to discuss how we can adapt our practices and management styles to better adapt to these changes. So, let's start at the top and work our way through the list.
Parenting What does parenting have to do with business? Probably more than we think. As Sinek notes, Millennials grew up with parents that, generally speaking, put them on the path of least resistance. They were made to feel "special". But what does that mean for your business? Just as recently as Friday, April 21st, CNBC published an article entitled, "The No. 1 Millennial Need From a New Job, and New Boss". Look at the top five things Millennials said they need:
Think about it. The things listed above are actually ancillary to the job itself, but they never change. Millennials don't need management. They need interactive management. This is the counterbalance to the dependency most Millennials placed on their parents growing up. However, this may extend beyond Millennials. In the same article, the author quotes a Qualtrics survey stating that "67 percent of workers surveyed said they would be willing to take a pay cut to work at a company that offers good mentorship opportunities. Roughly 80 percent said that emphasis on personal growth is the most important quality of a company's culture." Just some food for thought... Technology As we noted last week, Sinek highlights the release of dopamine by our brains as the factor that draws us into social media use and texting. This isn't just an issue with Millennials, but, for the sake of time and a word count, that's what we are going to discuss here. We could all contribute to this section of the article and make it a short novel, but let's focus on one way you can help Millennials overcome their technological dependence in the workplace. The most important thing is understanding where Millennials are coming from. No generation has ever been exposed to this much technology. They grew up in a digital world and feel as if they are entitled to more technology. This is something the older employees (maybe even you yourself) will not be able to relate to. This means that Millennials have grown up in a world where they are always adapting. This is good news for your workplace. Technology has guided how MIllennials communicate with the world, but if you take the advice in the first part of this article, you will be able to bridge that gap. The benefitsfor Millennials and your business truly shine when you let Millennials guide how your business communicates with technology. You should offer them the opportunity to test-drive new hardware and software, offer feedback and even train others on how to use it. This will allow the Millennial employee to shine and have purpose in the workplace. Impatience We just mentioned how technology is constantly changing and Millennials are constantly adapting. Oddly enough, this is how most Millennials approach their jobs as well. Gone are the days where employees put in 25-30 years at the same job. Millennials have been called the "job-hopping generation". A 2016 poll from Gallup states that six in 10 Millennials are open to new job opportunities and that they are the least engaged generation in the workplace. So what are we going to do about all of this turnover. I don't think anyone believes it is the best thing for businesses. Let's take this back to the information included in the "parenting" section of this article. One thing that is clear is that Millennials have high expectations when it comes to training and communication. They want to know what is going on and what is going to happen next. Millennials do not want surprises. They want to know what is required of them and what will happen if they stay the course. They want you to build a frame and allow them to paint the picture. This means that, to combat impatience, you need to communicate their opportunities to make an impact in the company. Yes, they have a job to do, but where can it take them in the company? How can they use their gifts to, in Millennial terms, "make an impact"? Yes, this may limit your opportunities to surprise someone with a promotion, but, more importantly, it lets Millennials (and others) know where they stand and where the path may lead. Perhaps most importantly, it lets the Millennial know whether or not the path is longer or shorter than they imagined. This won't lead to patience overnight, but it will help them as they wait. Environment When it comes to environment, Sinek tells us what we already know. Paraphrasing, he says that if we put profits before people, we will ultimately not be successful. For Millennials, being a number on a spreadsheet will be especially hard. Millennials want you to make an investment in them. They want to learn. They want to grow. Perhaps no one understands this better than serial entrepreneur Richard Branson. The founder of Virgin is famous for saying, "Train people well enough so they can leave, treat them well enough so they don't want to." If we invest in our employees, regardless of their birth year, our business ultimately benefits. As you think about these principles, you will probably realize that these apply to all generations. Each brings its own natural challenges to the workplace, but it is how we treat the employee, not our bottom line, that truly drives the success of our business.
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AuthorThe staff and doctors at VisionAmerica are committed to providing relevant information for you, your patients and your practice. We hope you find the information in our blog post helpful. Archives
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