Many studies increasingly show that remote work results in higher productivity, so it might be a benefit to your company overall to offer more remote options. [4] X Research source If you can’t offer remote work, try to offer more flex time options. For example, rather than running on a 9-5 schedule, consider offering later or earlier starts for employees who work better on a different schedule. Of course, this isn’t possible for all jobs. Security guards, engineers, and other hands-on professionals generally have to be in the workplace to do their jobs.
Try to understand that just because someone is checking their phone, it doesn’t mean they aren’t listening to you. Millennials are used to multitasking with technology, so you only have to address it if they’re clearly not paying attention or are being rude. [6] X Research source One creative way to take advantage of millennials’ tech skills is to let them teach some older employees about new programs, apps, or social media sites. This not only taps into their skills, but helps them take on more leadership and active tasks at work so they feel more connected to the workplace.
You could also have daily or weekly brainstorming sessions to get everyone involved in the work process. Millennials also enjoy a strong company culture outside of work. [8] X Research source You can tap into this by sponsoring work events, or encouraging employees to socialize after work.
Your business might not have a lot of money to spare for outside activities, but if you can sponsor a simple, monthly event, that can make a big difference on the company culture. If you can’t think of any additional perks you could offer, then a holiday bonus is always a good choice. No one will be mad about getting more money!
Be transparent about pay rates and willing to explain why an employee is being paid a certain amount. If they question their pay rate, you’ll look bad if you can’t explain it. If you’re only a manager, you might not have much control over pay or benefits rates. In this case, try talking to your superiors and telling them that your employees want fairer pay or they might look for other work.
Try to think about end-results rather than time spent in the actual office. For example, if an employee finishes all their tasks for the day, don’t be angry if they look like they’re relaxing for the rest of the day. In fact, you might even motivate them to be more productive by letting them go home if they finish everything they had to do for the day. If overtime is required, always offer fair compensation for it. Expecting unpaid overtime is a good way to get employees to resent you and look for another job.
Asking your employees for their feedback or suggestions is a great way to involve them, even if this isn’t a lot of responsibility. Remember that fostering leadership doesn’t mean letting people handle tasks that they aren’t qualified for. Always pick the right person for the job.
If someone is a good designer, for example, then having them work on logos or flyers is a good task. Remember that not all millennials have the same skills. Just because millennials as a group are good with technology, for example, doesn’t mean that every millennial is a programmer. Encourage development plans that allow them to grow and be an organic part of the company. Help them find their strengths and leverage them in the workplace—this will help with employee retention. [15] X Expert Source Amber Rosenberg, PCCPacific Life Coach Expert Interview. 8 March 2022.
Even if it isn’t always possible to promote them, try to give millennials opportunities to advance their skills and experience. Including them on new projects or teams, for example, can help them feel challenged even if a promotion isn’t in store yet. [17] X Research source
Try to put a number on your goals or expected outcome. Instead of saying you want to increase sales, say you want to raise sales by 10%. This way, your employees can quantify and visualize the task. [19] X Research source A good way to check if you need to provide more information is asking if your employees have any questions before they start. Make it clear that you want them to ask questions and are happy to provide more detail.
You could set up a regular date for reviews, like a monthly basis. If this isn’t applicable to your workplace, then saving feedback for when they complete projects is another option. Your employees might also ask for feedback while a project is ongoing. This is a good thing, and it helps them avoid mistakes. [21] X Research source Be open and willing to give feedback if they ask for it.
If you’re giving a presentation, for example, simply saying “I really want to give Joe and Stacy credit for putting this chart together for me, which you can see right here” is a great way to give credit and appreciation. You might have to take some extra time to explain why certain tasks or jobs are important. This might seem annoying at first, but understand that you’ll get a better result if you do.
You could try to encourage a good work-life balance by only sending emails during normal work hours. Then they will feel less pressure to respond at weird times.
You should also be approachable for your employees. Show that you’re always willing to talk or provide guidance. They’ll respect you more as a leader if you’re accessible. Try to lead by example. If your employees don’t see you working, then they’ll think you aren’t fit to lead them. Earn their respect by working as hard as they do.
By focusing on the end results, you can also relax some regulations like dress codes or strict office schedules. This is an older model of work and doesn’t really address the end results. This is why flex time and remote work tend to work well with millennials. If they complete a task at 8 PM, the important thing is that they finished it, not that it was outside of normal work hours.
Making some small talk with your employees is also a good way to show them that you’re a real, authentic person. It can help to share some doubts or uncertainties with your employees. For example, say “I know this will be a tough project, I’m feeling pretty stressed about it. That’s why it’s so important that we all cooperate on it. ”
Getting to know your employees also creates a strong work culture and makes them feel cared for. You’ll get better results from employees who feel committed to the workplace. Remember—millennials have different work desires from previous generations, and they’re often driven by a desire to make a positive difference in the world. [30] X Expert Source Amber Rosenberg, PCCPacific Life Coach Expert Interview. 8 March 2022.
Getting to know your employees is a big help, and you’ll get a clearer picture of what motivates individual employees.
