I could probably summarize this entire post in one word.
Values.
We were born in the 80s to mid-90s as the third industrial revolution was well underway; the evolution of the internet and communication technologies punctuated our young lives and as technology advanced, so too did we grow and mature.
The more information we aggregated and shared, the more we recognized that we’d all been lied to. We’d been built into people who lacked faith because it was demonstrated over and over again that the stories, traditions and reasons for… almost everything… were illogical, biased, based on false information or completely hypocritical and self-serving.
We were the first generation exposed to the naked truth, before the truth was fashionable. No one taught us how to understand it – they didn’t know they needed to. But, at least it helped us see through the veil, just enough to know that something wasn’t right and set us in search of answers.
Leading and Managing Millennials (and Gen Zs)
Earn their respect – it won’t be given blindly. Millennials are well known as the first generation who believes that respect is earned. We value honesty, authenticity and consistency. When a leader and their company is transparent about its operations, policies, and decision-making processes, it demonstrates accountability to its values. Millennials are more likely to support and engage with leaders who are consistent in demonstrating these values.
Make a positive impact. Transparency can foster a sense of community and belonging among a workforce, including millennials. Transparency allows employees and customers to feel like they are part of something bigger and that their voices are being heard. This can be especially important for millennials, who often place a high value on being able to make a positive impact in the world and being part of a community that shares their values.
Create acceptance and belonging. Transparency is also important to millennials because it creates a more diverse and inclusive workplace. When a company is transparent about its policies and practices, it can help to create a more level playing field and ensure that everyone has an equal opportunity to succeed. In a transparent world, failures and weaknesses become learning and support opportunities rather than shamefully covered up – creating an environment where the whole person can thrive.
Give them autonomy to use their strengths. Millennials benefit from a strengths and interest-based management approach, rather than a one-size-fits-all solution. The good news is that taking this approach will grow your business much more rapidly than confining them to a specific functional role. Giving them a bigger sandbox to play in does take some new skills (specifically, coaching skills).
The older I get, the more I wonder if we’re so different from any other generation. How does this resonate with you? Maybe what Millennials want isn’t so different from what anyone wants?
With love,
Erin
