Millennials are often unfairly labeled as entitled and overly attached to technology, but this stereotype is neither useful nor productive for companies that need to hire, manage, and retain these workers.
Millennials, the oldest of whom are now in their mid-30s, make up the largest generation in the U.S. workforce. Rather than focusing on perceived negatives, employers should recognize the strengths millennials bring, how to maximize their contributions, and how to prepare them for more responsibilities. This approach is essential for the success of any employee.
Employers should embrace their younger talent and seek to understand the millennial perspective. Millennials may approach their careers differently from previous generations, which is natural given the significant changes in the work environment. They face unique career challenges that their older coworkers did not.
Millennials are entering a workplace that is less hierarchical than it was 10 or 20 years ago. They receive less employer-provided training but are expected to perform at higher levels. Additionally, they have less institutional memory to rely on, as job changes are more frequent and Baby Boomers are rapidly retiring. It can be difficult to learn new skills without experienced colleagues to provide guidance.
Best Practices to Train and Retain
Millennials, like everyone else, struggle to keep up with the constant changes in the workplace. Traditional higher education can no longer adequately prepare anyone for the evolving skills needed throughout a career, even recent graduates.
How can companies develop millennials into future leaders and managers?
1. Foster a culture that promotes and rewards continuous learning.
2. Use the flipped classroom technique; assign core training ahead of time and use instructor-led sessions to address challenges and facilitate discussions.
3. Offer training that extends beyond their current roles.
4. Ensure your training strategy can adapt to a changing world. Even if future changes are uncertain, your strategy should be flexible.
5. Help them develop soft business skills, such as conducting meetings, interviewing candidates, and holding one-on-one sessions with direct reports.
6. Deliver content in the format millennials prefer: on-demand video accessible anytime, anywhere.
7. Provide feedback on progress and set goals; gamification can be highly effective for some teams.
8. Pair them with experienced mentors, which benefits millennials and helps capture institutional knowledge.
Millennials are tech-savvy, self-aware, and eager to learn and grow. Employers can leverage these strengths but need to approach training and development differently. Millennials will not tolerate outdated training methods, and if they don’t feel valued, they won’t stay. Instead of seeing this attitude as a challenge, companies should view it as an opportunity to improve and cultivate more engaged, successful employees.
