Those who are born between 1980 and 2001 are called millennials. Right now, millennials are the biggest cut of the workforce pie. They offer the mindset that is ideal for the world that we are living in. They have a new way of interacting, and as a result, in doing business too. They are self-aware and are aware of the surroundings. They look at what is beyond the horizon and they offer a new perspective at work. Hence, they are extremely valuable in determining the future of any organization.
However, millennials are fresh so they need training in order to be equipped with knowledge, experience, and values to take on the world. Veterans at work should offer a thing or two to the future leaders of the organization. Moreover, by providing millennials with proper training, they can reach their full potential and guarantee the success of an organization.
To bridge the gap among different generations at work, especially to address the gap between millennials and those before them, here are three important points to remember.
3. Connect the younger generation to the big picture
Don’t assume that it is obvious for everyone. Often, millennials need more content and context. This will help them realize how the things they do affect the organization, the business, the customers, and the world, in general. Moreover, this will provide answers as to “why” they should be doing “what” you asked them to do.
2. Give feedback
Contrary to popular belief, the young ones are driven to learn. They have role models that they respect and “imitate”. However, a good relationship is important in this. Hence, building a good relationship can root from providing feedback. However, it should be based on performance and not just for showing up. If they understand their career track based on how they perform, it drives them into improving themselves and moving up the organization.
1. Invest in their growth
Doing this makes them feel challenged and appreciated. Millennials want to get involved and have more hands-on experience. As you can observe, most of them even get on-the-job training even if it is not required yet. They want to stay ahead. Although some may have reservations about this and ask, “What if I invest in their growth and they just leave?” The answer is, “What if you don’t develop them and they stay?”
With these 3 essential points, you have a better chance of keeping young talent who can be the make or break your organization.
Remember, millennials are the future but the future is really, really close.
Your organization should be prepared.
Note: These are some of the important lessons we’ve learned from the Emerging Leaders Summit held last June 22 at Marco Polo Pasig. The event was made possible by Salt & Light Ventures and The Philippine Daily Inquirer.