Tag Archives: Generation

Dear Business Leader, writing as a Millennial…

READING TIME: 90 Seconds

I feel we are at a breaking point or a tipping point within organisational leadership. It is certainly an opportunity point.

With 63.3% of executives retiring over the next 5 years and millennials numbering over 50% of the workforce by 2020 (PWC) it is time for organisations to invest in the future of their millennial workforce. Attracting, inspiring, nurturing. This is where your legacy will be defined and future proofing for your organisation will be assured.

My concern is validated by one survey by Beyond.com which established that HR Professionals say only 9% of millennials can lead – yes, the same people who are reshaping the economy, changing the way consumers consume and organisations do business.

Please, take action now to change this outlook for business, we have the experience, expertise and pure passion to support you in transforming your organisation. Now is the time…

Begin to invest in a leadership team of the future – by building a Mirror Board programme. This programme will increase brand loyalty and is core to Naked Leader’s promise of 3 times more value, confidence and agility for your organisation.

Hand over responsibility and let your millennial employees know why their performance on a specific project matters to the greater good. Your young people, perhaps even more so than any other generation, like to feel that the work they’re doing is making a difference – your organisation needs to be a Force for Good, internally and externally.

Build a team of leaders – Young people have a team-ethic approach and need to feel they are a valued part of the team. Within this group, young people are more open to discussing ideas and changing their points of view. They’re more curious, innovative and less rigid than their parents.

Provide a clear pathway – Millennials expect rapid career progression as they have an ambition and desire to keep learning. And they are happy that progression happens horizontally across an organisation, rather than the traditional progression of promotion upwards.

Give your young people the platform – Multi-tasking is a way of life for young people and this high energy means they require a challenging environment to be able to be successful.

From our experience, I make you this promise: they may be the highest maintenance work force, they will also be the highest performing if you as an organisation make the above choices now.

Karl Sharman
Lead Youth Advisor
Naked Leader

View Video at: https://www.youtube.com/watch?v=y1S-GpdMz7Q&list=PL26D903FA9740016E&index=15

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Showing Millennials attention will provide a greater ROI

To get the best out of millennials for your organisation to get a return of investment, you must give them your total attention. Attention sounds very negative when people use the word in relation to providing attention to another individual however, all negative stereotypes can be turned into positive attributes when understood.

If you’re in a leadership position to millennials: the first thing you must do to show them attention is to be a coach; not a boss – they want access, they’re looking for a mentor and they want an environment where they can have a platform to be successful.

Perhaps even more so than other generation, Millennials want to feel that their work is making a difference and they would like to be recognised for it. For this to be achievable they need constant feedback (weekly minimum) and the feedback must be critical, best using the Sandwich Technique, to get the best out of their potential. You may also be surprised to know that while they’re brilliant at navigating the digital landscape, they prefer face-to-face communication so when you feedback ensure you sit down and have a conversation about it.

The final part on attention is to give the young person a significant role on a project – this responsibility will provide a lot of confidence in the person to go and progress further and feel like he or she is valued within the organisation. This one move could significantly increase loyalty and performance to generate further returns to your organisation.

What do millennials want #4

Millennials want freedom within a frame work. They’re fed up of the rigid corporate structure and environments that many organisations still rely on, now they’re driving for freedom within a structured organisation.

Millennials have a true entrepreneurial mind-set; they like flexibility, independence and are determined to pursue their passions. This means that within this framework there needs to be freedom to roam and grow. To second this: 66% of millennials want to be entrepreneurs (Bentley University, 2016). This trend has led to more frequent job mobility until a satisfactory environment is achieved to meet the needs of the millennial. From the same report, 79% reported that their employer encouraged creativity (impressive!) and 78% reported they’re loyal to their company because of this (hint).

My advice to assist you: is create a hackathon competition/events to drive creativity within tasks to see what ideas and initiatives can be created within your suggested framework. This will drive confidence, stronger relationships and better communication between employees as well as management.

What do millennials want #3

Millennials want to see a pathway within the organisation they work in or have been offered by. They expect a rapid progression in a varied and interesting career – the latest figures suggest a graduate in this generation will likely change their job 8-10 times in their life.

Millennials have ambition, a desire to keep learning and see the job as a development opportunity. Millennials value development more than other generations do which is a key difference. Gallup’s, How Millennials Want to Work and Live, reveals that 59% of millennials say opportunities to learn and grow are extremely important to them when applying for a job.

My recommendation to develop the millennials within your organisation is to show them a potential pathway if they can achieve the goals you have set them – this will drive focus, productivity and profit. The second recommendation is to build a two-way mentorship programme between a senior member of staff and a millennial to ensure that development is ongoing for every individual within the organisation.

Millennials are inpatient and don’t want to wait – it’s simple either develop your young people or they will leave to develop.

What do millennials want #2

Millennials want to be heard – it is that simple. Young people, especially in the UK, feel that the older generations do not understand them or listen to them. If you want to grow engagement within your organisation I suggest you try not to understand millennials but rather focus on listening and giving them a voice.

Millennials have many great ideas and opinions and it is my view that many ideas go to the graveyard because other generations don’t let the young people have a voice. When being listened to they expect your full focus as they don’t take kindly to being ignored so it becomes more paramount that you act on their voice.

For this to be successful – everything between a leader or older member of your team and the young person must be two-way. Ideas, opinions and final say must be communicated and discussed both ways. To initially encourage this, you may want to start two-way mentoring between a leader and a millennial.

If you’re a leader, I suggest when you’re looking to develop a millennial you do the following: Listen, watch & act.

What do millennials want #1

By 2020 Millennials will represent over 50% of the workforce – but people are still trying to understand what a millennial is and more importantly why do they do what they do? I have spent the last six months telling leaders and organisations my views on the complex force of a millennial but it’s time to be honest – they’re not complex at all.

Over the next few weeks I will tell you the main reasons of what millennials want and now it’s time for the first request.

#1 They want to shape where they work

Millennials want to shape where they work because they need the freedom to express themselves – they’re very anti-corporate structure. Millennials want a flexible approach to work with regular feedback and encouragement. The environment must provide a good work-life balance as well as creating opportunities for growth and change.

Millennials don’t believe in a 9-5 working week, in fact often they are willing to work later but they look to be rewarded and recognised for their work. They want their environment to be surrounded by technology – the millennials are the first generation that are digital natives as they have been absorbed by new technologies.

If you want to be successful and attractive for millennials – you must re-think your environment as each employee will want a workplace that engages, inspires and motivates them each day. Each person is different but you can listen to them ALL and you can act – that is the power you have as a leader.

Millennials are the highest performing generation

Millennials are tired of getting a bad reputation so I’m going to start the debate by saying: Millennials are the highest performing generation thus far. There’s countless reasons I feel the millennials are driving the new economy but I’ll name my top four.

Young people in the workplace are bringing high energy that is led from multi-tasking as a way of life. Millennials especially have grown up doing more than one thing at a time; such as talking to people, being on their phone and watching the television. This skill has related from being the first digital native generation.

Millennials can perform better when they can use technology in their workplace. As new technologies are getting introduced into the workplace, the millennials understand and can learn the software quicker than other generations. Communication is an area that is increasing the millennials performance, as the use of technology has made this generation better connected and more efficient.

The millennials want more work and social occasions which means that they are often networking and grinding out new opportunities for their organisation and themselves. The ‘9-5’ no longer exists for millennials which comes from a drive to fast track their career and high expectations of themselves, yet work-life balance is at the upmost importance too.

Young people, despite the myth that they’re selfish, are very team-oriented as they see that working together will give them a greater chance for success. This togetherness leads to sharing the responsibility, which encourages the entire team to work harder and improve their performance.

All negative stereotypes can be turned into positive attributes when properly understood. For this reason, they may be high maintenance as a generation but they could also be the highest performing. This makes it an exciting time to understand and utilise millennials to improve performance and future proof organisations.