In almost every corner of the world, business leaders are discussing millennials: their attitudes, behaviors, and beliefs. This is largely because millennials are dominating the workforce, and according to the Deloitte Millennial Survey. They will make up 75% of the global workforce by 2025.
Leaders must understand how this generation differs from their precessors. The baby boomers in order to develop highly engag employees and consumers. When Managing Millennials if they fail to figure out how Millennials work. They will be powerless when they try to recruit and retain them, let alone tap into their full potential.
Let’s face it: many of us may not currently understand the millennial mindset and motivations. But what better way to learn than from our mistakes?
Here are three potentially serious mistakes to make when managing Millennials, who may be leaders:
Mistake 1 – Taking Away Their Professional Freom
Unlike the archetypal clockworkers of the last century who us to follow the traditional 9 to 5 work routine, an estimat 74% of millennials crave flexible schules. If offer alternative greece whatsapp number data the ability to telecommute. They are likely to work harder, put in longer hours, and perform better as a result. For them, getting the job done is more important than “staying on task.”
Additionally, while Millennials want regular feback and encouragement to know they are on the right track, they don’t want to be micromanag. Millennials respond well to guidance, but they want to have the creative freom to work the way they see fit. When Managing Millennials their boss hovers over their desk, and they don’t necessarily feel held accountable for their every move during set work hours. In other words, they want trust and respect.
Mistake 2 – Misunderstanding their motivations
Some of your employees may be motivat by money. Some of them may be driven by job security. However, your millennial employees may be motivat by more than that — financial rewards and career development don’t tell the whole story.
Millennials tend to be passionate about a company’s mission; they want their japan telegram data list empower to achieve larger, world-scale goals that help others. In fact, it’s one of the top motivations for Millennials. One study show that for 84% of Millennials, making a positive impact in the world is more important than gaining professional recognition. They love to see how their daily bricklaying tasks fit into a broader, more meaningful purpose.
When Managing Millennials show that “engag” millennial ao lists nearly 65% less likely to jump between jobs than “non-engag” millennials. Whille millennials know how important it is to keep a company profitable and ne to be shown how they contribute to a goal greater than themselves. Therefore, as a business leader, you ne to ensure your work atmosphere is fill with meaning. This will foster employee engagement, ultimately leading to greater retention.
