For some strange reason, over the last 3 weeks, many of my clients have sought my advice on how to “deal with” millennials. I gave a simple answer:
“There’s nothing wrong with them, they’re just different. Accept them as they are and listen to them”.
But I thought it would be interesting to explore the challenge many leaders are facing with this very bright, independent and “different” generation, many of whom are now in senior leadership roles.
Who are these people?
Demographically, they were born between 1980 and 1996. This means they are the first generation of digital natives. Whilst we older ones had to learn and adjust to the new technology, they were born into the digital world, which explains why the millennials I know (all 3 of my children are millennials), never read an instruction manual – they just turn on the technology and know what to do! They seem to live on their technology (they do) – shopping, socialising, staying informed and connected. It raises conundrums such as this, as shared by one of my coaching clients: how to deal with a very attractive 20-something executive who posts photos of herself on Instagram in bikinis, and who sees nothing wrong with it. Should she be “allowed” to? Should there be a company policy that says she can’t? What’s the line between representing the company’s image and her private life? No easy answer here!
In order to help my clients, I decided to learn more. Gallup Inc. has published an excellent research report which sheds light on millennials at work, how they are different, and what works in leading them. Here are some of the findings in the report, along with my comments based on my own experience with and observation of millennials:
- Millennials want purpose in their work. They are the least engaged generation in the workforce, which has implications for turnover – they will leave jobs they don’t like. What makes them stay? More than previous generations, they want to work for organizations whose mission they support and are excited by. Perhaps because of their digital reach, millennials are aware of the global challenges in the world and want to work to solve them. The challenge for leaders is to ensure that their organization is clear on its mission – a BIG mission i.e. not just to maximise shareholder returns – and to be relentless in living that mission.
- Millennials don’t want bosses – they want coaches. The idea of “boss” doesn’t sit well with this generation. Telling them what to do, viewing them as cogs in an organizational wheel doesn’t work. They value themselves as equals in an organization and want to be treated as such. Leaders of millennials have to give frequent feedback on performance, in a way that respects and honours their contribution.
- Millennials view their job as their life, not separate from it. The issue of “work/life balance” looms large for them. Unlike older generations, they are not willing to wait until retirement to live their lives, to spend time with their families, to travel and pursue other interests. They want to do that now, along with their work. People who lead millennials must understand and make allowances for and support this – otherwise, they will leave. It follows that policies that address issues such as parental leave (mother AND father), sabbaticals, developmental opportunities and service must be considered.
One of the things that struck me when I read the report is how important it is for leaders to look at this group with a less critical eye, and instead accept that it is WE who have to change. And I further wondered if our criticism of them might be rooted in a certain envy – that they are standing for work that gratifies, enhances their life and changes the world. Would that we had been that courageous decades ago, in our 20s and 30s!
“There’s nothing wrong with them, they’re just different. So, accept them as they are, and listen to them”. I was right in my initial response … but then again, isn’t this how we should treat everyone?
To access the Gallup Report: “How Millennials Want to Work and Live”
Very good blog. Wishing you much success on this.