Did you know that millennials now make up the majority of the workforce at many companies, particularly knowledge-based enterprises? For example, at Price Waterhouse Coopers, two-thirds of its employees are in their 20s and 30s.
Have you, like many, heard leadership concerns about managing Millennials? There have been references to their needs and preferences as if they require something completely different from the rest of the workforce. Many have characterized them as spoiled, wanting to run the place, and they will quit in an instant if they don’t get what they want.
However, those who have listened closely to them, what they want is no different from what the research has been telling us about what all employees want. The primary difference is that Millennials are more outspoken and insistent. They are simply not willing to accept the regimented culture and autocratic management style as did previous generations.
Millennials and the Work Place
Millennials are becoming a dominant force in the workplace and have a lot to contribute. However, business leaders must adopt a new style of leadership and create a more inclusive culture that fosters collaboration. Peter Drucker, the greatest management thinker of the 20th Century told us over 50 years ago that a new type of employee–the knowledge worker— was coming and we would not know how to management them. That day arrived a few decades ago and many employees are still being managed like they are factory workers.
Employee Engagement and Purposeful Work
Both the research and the business press support the link between employee engagement and purposeful work. Millennials are simply forcing the issue the basically want the same as other employees: a sense of purpose, transparency and to have their opinions heard.
Low levels of employee engagement and its impact on business results has been revealed in numerous studies, especially those conducted by the Gallop organization. Jim Clifton, Gallop CEO has clearly stated that engagement levels are not likely to improve until business leaders deal with “bad bosses” [his words, not mine]. Therefore, the issue is not really about dealing with Millennials. Instead, it is realizing developing the long overdue leadership skills of team leaders and managers.
The Talent Management Institute offers cost-effective online and classroom courses that specifically designed to increase team leader effectiveness.
You will also be offered a short online questionnaire to help clarify your leadership development priorities.