How to Get the Most Out of Millennial Employees
Selfish, selfie-obsessed, entitled, disrespectful, lazy—Millennials certainly don’t enjoy a very positive reputation. But if you’ve ever worked with someone from Generation Y, you know that this reputation isn’t warranted.
In fact, Millennials can be some of the most valuable members of your organization. Here’s how to take advantage of your youngest employees.
1. Ask for Their Ideas
If you’re burdened with legacy systems and out-of-date practices, your Millennial coworkers are probably your best bet. According to a White House report, creativity is a key Millennial value; plus, they don’t have the “this is how we’ve always done things” attitude.
Foster Millennials’ creativity by regularly asking, “Do you have any suggestions on how we could improve this process?” or “How would you do this project differently?”
You can also give Millennials a formal space for innovation by establishing an “Innovation Committee.” The committee could take on specific tasks, such as “Improve company-wide communication,” or it could serve as a sounding board for whatever its members conceive.
Asking for your employees’ opinions will really gratify them—and you’ll get some great recommendations.
2. Encourage Them to Post on Social Media
Social media is now one of the biggest components of company branding. That’s kind of scary, because you don’t have much control over what people say about your organization online.
However, your Millennials are extremely well-versed in the digital landscape, making them your most valuable resource.
We suggest nominating one of them as your community manager (if you don’t already have one). This person can help you develop a social media policy and strategy. He or she can also take the lead in encouraging employee social media activism.
You can also take advantage of Millennial employees’ social media savvy by periodically asking them about the latest popular platforms and trends.
3. Give Them Lots of Feedback
Studies show that “frequent feedback” is the biggest driver of engagement among Millennials. In other words, Gen-Yers aren’t going to be satisfied with a quarterly performance review and monthly check-in. They want their boss to be consistently delivering feedback—and preferably in an informal way.
That’s actually a huge benefit to your company. After all, employees who are eager to hear how they’re doing are also eager to make the necessary changes.
If you’re a manager, take advantage of this by frequently telling your Millennial direct reports what they’re doing well and how they can improve. Don’t feel as though you need to call them into your office—you can deliver feedback via email, IM, Skype, or in casual conversation.
You should also provide career guidance and advice to Millennials: take them out to coffee or lunch and ask about their goals. They’ll be grateful for your attention and commitment.
Don’t let their reputation fool you—Millennials are a huge asset to your organization.
About Signature Consultants, LLC
Headquartered in Fort Lauderdale, Florida, Signature Consultants was established in 1997 with a singular focus: to provide clients and consultants with superior staffing solutions. For the ninth consecutive year, Signature was voted as one of the “Best Staffing Firms to Work For” and is named the 15th Largest IT Staffing Firm in the United States (source: Staffing Industry Analysts). With 28 locations throughout North America, Signature annually deploys thousands of consultants to support, run, and manage their clients’ technology needs. Signature offers IT staffing, consulting, managed solutions, and direct placement services. For more information on the company, please visit https://www.sigconsult.com. Signature Consultants is the parent company to Hunter Hollis and Madison Gunn.