As a Generation X member, I remember reading the research about my generation written by the Boomers and chuckling about the bias I perceived in the work from the \u201cold\u201d people generalizing about my generation. Because of that experience, I know that Millennials are more loyal to mentors than managers. This is true because so are the older generations.<\/p>\n
With my clients, I can encourage some tactics which I have found to be successful in leading Millennials. Ironically, they are some of the same tactics I have seen to be effective with Gen X, Y, Boomers, or any other label you want to throw on someone. One of the most effective approaches is to engage more as a mentor than manager.<\/p>\n
What does that look like?<\/p>\n
A mentor\u00a0focus puts more of the attention on the growth and development of the employee. But when done skillfully, you can still hold people accountable for getting work done. The difference is that your conversations are framed toward\u00a0the growth and development of your employee. \u00a0Invest your time to show them how what you need from them today will help them tomorrow.<\/p>\n
A common frustration I hear is that Millennials will not remain loyal to an organization. My personal observation corroborates those stories. However, I have also observed Millennials are more loyal to mentors than managers. Your goal should be to become that mentor.<\/p>\n
The Growth Coach of Central Ohio works with organizations to grow capacity and maximize their existing resources to spur growth through programs like Strategic Manager<\/a> and GC Insights<\/a>. Call us to discuss how we can improve your organization’s leadership performance at 740 972-4110.<\/p>\n