5 Fatal Mistakes When Managing Millennials

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Millennials are naturally taking up more and more jobs, and many managers are rather afraid of this. Although it would be much more constructive to understand the representatives of this generation and learn how to manage them competently. It turns out that there are effective ways.

Millennials—people born between 1981 and 2000—are projected to occupy 75% of jobs by 2025. Meanwhile, debates about the generation's characteristics and the management challenges associated with them are still quite heated. But emotions aside, millennials, like other generations, have their own beliefs, strengths, and weaknesses, and bring something unique to the team.

One of the main tasks of any manager is to lead the team to success, and for this it is vietnam whatsapp list important to understand your subordinates: their needs, values, aspirations. This means that the principles of managing people of a particular generation, including millennials, will always be different. In relation to the latter, managers usually make 5 big mistakes. As a result, everyone loses. How to avoid such a development of events?

The article will be useful for millennial managers who want to establish effective interaction with them and achieve high results together with their subordinates.

Mistake 1: Not understanding why millennials work
It is extremely important for any manager to understand the motivation of their subordinates, as people who are involved in their work achieve much better results. This means that without understanding what drives millennials, it will be very difficult for a manager to get them involved in the common cause and highly dedicated.

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Contrary to popular belief, millennials don’t work just for the perks of free gym memberships or mid-day naps. They’re most motivated by impact. And they care not only about how their work impacts the company, but also about the impact the company’s work has on a global scale.

The best way to keep millennials engaged at work is to regularly discuss their role in the organization and remind them of the contribution they make to the organization.

Mistake 2: Giving feedback too infrequently
Saving your feedback on millennials’ performance until the next quarterly meeting is a bad idea. Millennials need feedback from their manager after each specific task is completed. This allows them to understand whether they are moving toward their goals. And goals are extremely important to millennials.

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Therefore, a manager of millennials should clearly define their goals and guide them sensitively. However, individual goals should be aligned with the team goals to show millennial employees that their actions will lead to success not only for themselves but also for their colleagues.

Feedback is also important to this generation because they care more about their professional development than workers of other ages, valuing opportunities for professional or career growth and development. According to Gallup research, millennials are interested in constantly expanding their knowledge and skills and being useful in the workplace.