The massive demographic shift caused by the retirement of the Baby Boomers is creating the need for organizations and leaders to take a new look at how they operate. Many companies alienate and lose this highly educated and talented population of young workers, known as the Millenials, rather than developing a workplace that welcomes employees of all generations.

Millennials (Generation Y) - Who are they?
   

• Born between 1980 and 1999, the millennial generation is nearly as large a group as the Baby Boomers.
• Millennials tend to be more results-oriented than time-oriented.
• Millennials are responsible and dedicated AND they expect flexible work schedules that will enable them to lead fulfilling lives.
• Millennials see the world as a union of people and countries connected electronically and technologically 365 days a year, 24 hours a day, and 7 days a week.
• Millennials have no trouble trying to work in ways that are better, faster and easier.
• Millennials look for companies that truly take an interest in their employees; companies whose leaders inspire and challenge them to grow, who create ways for them to use their talents and skills.
• Millennials have grown up relying heavily on their parents for guidance and help in reaching decisions.
• Millennials are loyal to people, not companies.
• Millennials are well educated, skilled in technology, and very self-confident bringing to the workplace high accomplishments and even higher expectations.
   

How do we lead Millennials?
  

• When it comes to leading Millennials, communication is very critical.
• Take a fresh look at work rules and job procedures with your Millennials.
• Flexibility is key. Because Millennials want a flexible schedule that allows for family commitments, Baby Boomers see them as having no work ethic. But they know how to work "remotely"; on the road, from home, from anywhere -- and work can continue.
• Millennials like to feel appreciated and valued. They need to know that they are making a contribution so frequency of positive feedback is very important.
• Be creative -- add fun to the workplace and celebrate!
• Pay close attention to building a climate of trust, risk taking and high expectations.
• Look at your organization's vision, mission and values as potential cool factors to attract Millennials.
• Choose your language carefully to inform, inspire and persuade.
• Don't over-rely on snail mail (letters or interoffice memos) for critical communications as Millennials may not respond to "tree killer" communication forms.
• Leaders need to carefully give Millennials feedback regarding corrections they need to make without demotivating them.
• Be sure to develop valid, reliable measures for performance and clearly communicate those expectations to Millennials so there are no surprises or misunderstandings.
• In recruiting Millennial candidates, take a marketing perspective and promote your organization as an ideal, cool place to work!

Recommended resource: Keeping the Millennials, By Dr. Joanne G. Sujansky and Dr. Jan Ferri-Reed

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