“Boy, these millennials are hard to work with.”
That’s what an AT&T store manager told me the other day. I asked, “How come?” And, she said, they mostly do the bare minimum to get by. They don’t want to follow the rules. They always think that everything they do is the better way. After warnings and counseling, they’ll change their behavior only long enough to keep their job. When she tries to talk to them, they will tell her “that’s a stupid way of doing things” or “you’re picking on me.”
A company survey revealed these workers believed managers like her didn’t care about them and didn’t treat them fairly or equally. So, she was documenting everything she said and did for fear of retribution.
This manager felt frustrated—and hopeless. And she’s not alone. Study after studyhas reportedly found that millennials are job-hoppers who lack loyalty, feel self-important, and act entitled. Do a Google search for “millennials” and “entitled” and you’ll get about 397,000 results in 0.39 seconds. The two words are almost synonymous.
Whether or not this characterization is correct, learning how to lead and work with millennials is more than important—it’s critical. They’re one of the largest generations in history and, therefore, have a lot of power. A lot. They’re poised to reshape the economy and transform the way we do business.
From my conversation with this store manager, I uncovered nine ways to successfully communicate with millennials to set them—and your organization—up for success.
1. Talk at their level. This is especially important when they’re first hired. Spend time with them and get to know them on a personal level. Build a relationship. Learn who they are, what they’re about, and how you can help them. Communicate in a relaxed matter so they feel free to ask questions and for support.
2. Ask for their opinions. Millennials like to feel important. So, ask them what they think on matters both personally and professionally. This further establishes your relationship and also helps them feel more invested in their work.
3. Give feedback. This generation likes to know when they’re doing good and when they’re doing bad—on the spot. Don’t wait until a formal review. Tell them in the moment. They’re open to being corrected as long as you explain why something has to be done in a certain way.
4. Take feedback. Millennials also like to give feedback, so ask for it. Ask how you’re doing and be open to inviting them to job shadow with you for a day.
5. Give recognition. When a millennial does something right, they thrive on being noticed. Be sure to praise them on their actions. This will encourage them to keep it up.
6. Offer rewards. The AT&T store manager said she got a lot of mileage from offering incentives such as free lunches or gift cards. Think about rewarding good behavior like coming to work early by letting them head home early.
7. Work together. Keep in mind this is the social media generation so they like to work together. Leverage this socializing bias by creating opportunities for teamwork.
8. Be firm. The minute a millennial does the wrong thing, tell them. Give them examples of what’s right and what’s wrong and role play, so they understand why there’s a certain way of doing things. This also helps them feel involved in the decision-making process.
9. Set boundaries. Similarly, millennials need clear and specific boundaries. Tell it to them straight what is expected, not expected; appropriate and not appropriate.
While the AT&T store manager felt very frustrated, there is hope to unlock the potential of the millennial generation. You just need to communicate with them differently than you might someone who’s older. Treat them with the same amount of respect as you would want from them and keep them informed and involved. Millennials want to know what’s going on and that what they do matters. So, help them matter.