Each generation in today’s workforce has different communication styles, values, and leadership preferences based on the culture they grew up in.
In this blog, we’ll cover the following strategies for millennial managers to lead a team successfully:
Born between 1980 and 2000, millennials have been the catalyst for change in our society. When it comes to work, traditional career paths don’t define millennials. They crave flexibility, work-life balance, and purpose-driven careers. This generation values passion and purpose over a steady paycheck, pushing us to reimagine the future of work.
More and more millennials are supervising younger and older team members every day. If you’re considering hiring millennials for your executive team, here are a few tips to help them effectively lead employees at your organization:
In today’s information-driven world, transparency is key—and it’s something that your employees value. It’s important for your millennial managers to be open about your organization’s successes and challenges. To do this, they need to communicate the inner workings of your business to their team members and let them know how their contributions fit into the bigger picture.
Below are some tips for millennials managers to implement transparency in their team dynamics:
The trust built through transparency is a mutual responsibility that involves younger and older generations working together. Millennials should remind their team that if they share valuable information, team members should respect confidentiality.
It’s essential for your managers to build trust within their team by being honest, self-aware, consistent, and respectful while showing good judgment. Have your millennial supervisors schedule one-on-one meetings with their employees each week to give them the chance to discuss ongoing projects, answer questions, and address any issues. It’s also a great opportunity for your leaders to get to know their employees on a personal level.
Since the pandemic, remote work has shown us the power of trust and flexibility in the workplace. By giving your millennial managers the freedom to allow their team members to work remotely, you give your employees a better work-life balance and foster a culture of confidence and independence.
Another way you can create a culture of flexibility in the workplace is to make a few adjustments to your PTO policies and offer flexible work arrangements. Instead of focusing on hours worked, millennial managers need to shift their focus to outcomes and give their workforce the freedom to perform in a way that suits them best.
In today’s fast-paced world, employees are full of ambition. The best way for millennial leaders to tap into that drive is to give team members the independence and autonomy they crave. As a young leader, their role is to clear the path and provide helpful feedback. Encourage your millennial supervisors to remove obstacles and let their team members take charge of their own projects. By empowering employees to solve problems independently, they’ll find pride and meaning in the work they contribute.
According to a recent survey, 74% of Gen Z values purpose over a hefty salary. To help your millennial managers explain to their employees what your business is doing for the greater good, consider the effect your company has on society, the way your product or services change your industry, or even the positive influence you have on employees’ lives. You can also make your employees’ work more purposeful by introducing mentoring programs for interns and junior team members, collaborating with universities to offer guest lectures, or even encouraging your team to share their expertise with volunteer organizations and small businesses.
Gone are the days of strict 9 to 5 schedules. Jobs have expanded beyond the office walls, and your millennial managers should recognize the strain this can cause and offer solutions to prioritize their team members’ well-being. From offering free counseling to implementing employee fitness programs, the possibilities are endless. By focusing on the whole employee, you can create a work environment that nurtures both their personal and professional growth. Encourage your managers to start making immediate changes that show their team members they genuinely care. They can set the example by logging off at a reasonable hour and encouraging their employees to do the same.
Bridging the gap between millennial managers and older generation team members is no easy feat, but with the right management skills, your millennial leaders and seasoned employees can work together seamlessly.
At AAIM Employers’ Association, we’ve successfully developed more than 15,000 people annually with our management training courses. We’re known for developing people for performance and growth with our private session training that focuses on themes in generational approaches. With our training, you can equip younger leaders with the skills and knowledge they need to effectively manage the boomer generation and Gen Xers in today’s workforce. Contact us to schedule your training session today.
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