A lot has been said and written regarding Millennials as employees, and much of it is pure speculation, not based on research. One of the biggest inaccuracies about this generation — defined as those born between 1982 and 1994 — is that they’re not motivated to work hard. Managers who say this about Millennials aren’t bad managers, they simply need to re-evaluate how they manage this particular generation of workers.
The fact is this: Millennials are willing to work hard and can be essential members of your organization and future leadership teams if they are managed effectively. Understanding what motivates Millennials and what matters to them at work is essential to properly managing and inspiring them for success.
Millennials vs. older generations
So what is the main differentiator of Millennials when compared to older generations? Millennials have different values than Baby Boomers and other older employees. Many of them question the effort and sacrifice their parents made for their careers, and they wish to forge a different path for themselves. The unique approach Millennials take to their careers is often what is construed as laziness or not wanting to work hard by managers and older coworkers.
Don’t judge Millennials by traditional values
A recent study conducted by Bentley University of college-educated Millennials in the workplace noted they have a different set of professional values and motivators than their older colleagues (Source: Bentley University, Millennials in the Workplace, 2013). The biggest mistake many companies make today is judging Millennials based on the values of the generations that came before them. It’s a brave new world; the rules have changed. It’s time for Millennials to be viewed using a new lens.
What do Millennials want?
The top need cited in the Bentley study is that Millennials want workplaces that will accommodate their personal values with respect to time and relationships. To Millennials, their personal time and relationships are highly valued and they expect a great employer to understand those values. As such, Millennials can be fiercely loyal to companies that allow them to live by their true personal and family values; they want their employers to care about them.
Flexibility
Millennials crave flexibility; they want to work for companies that care more about the quality of work being done than the time it took to do it. To them, a good worker doesn’t necessarily work long hours – they do the job well.
I’ve seen recent instances of this type of loyalty in my work as a business performance advisor. One of my client’s daughters is a perfect example of this caring = loyalty philosophy. She had some medical challenges associated with her pregnancy that made it difficult for her to be in the office, but she kept up with her work at home. Her employer didn’t keep score on the number of hours she put in, but was satisfied that she completed her assigned tasks. This woman has received offers from other companies — some with a higher salary — but she’s loyal to the employer that understood her need for flexibility. She elected to turn down these lucrative offers because the flexibility offered by her current employer was more valuable than a raise.
Company culture
They want career success just like everyone else, but company culture matters more to Millennials than it does to Boomers and other non-Millennial employees. The Bentley study noted that Millennials are less likely to endure unpleasant conditions at work; nearly three of four (70%) would seek another opportunity.
Organizations and managers can retain their Millennial workforce by focusing on creating a company culture that accounts for the personal time and relationships that Millennials value so highly, rather than focusing strictly on monetary compensation and hours worked.
Strategies for managing Millennials
The message here is that Millennials do care — but they care about different things than their older colleagues. For instance, they don’t differentiate by hierarchy, something that could be seen as insubordinate, but they believe “we’re all in this together” and everyone should have to earn respect.
What are the best strategies to attract and retain Millennials? It comes down to the three things that affect everyone’s motivation
1. The strength and consistency of our needs.
2. Our expectations.
3. The value of our perceived reward.
It’s important to understand Millennial values and realize a disaster will occur if the gap between what they value and what the company values is too great. In addition, when their expectations are met and they aren’t judged for what they value, the result will likely be an increase in their performance — and their loyalty.
Final note: offer mentorship
One more thing the Bentley study identified is that very few Millennials rely on their colleagues or bosses as a sounding board, preferring to go to their parents or spouses. Pairing them with genuine mentors at your organization can make a big difference to them personally and to the company as a whole.
Millennials can be valuable members of the workforce if effectively managed. Learning what they value and providing mentorship is an excellent way to integrate them into your existing workforce.
Have you had success with motivating and managing the Millennials at your organization?
