More and more Millennials are stepping into management roles, with 62% of Millennial workers reporting that they have direct reports, according to a recent survey by Zapier. Additionally, a study by Future Workplace reveals that Millennials are not only managing their peers from Millennial and Gen-Z generations but are also leading Gen-X and Baby Boomer professionals. So, how are they changing the workplace?
Millennials, more than any generation before them, bring their personal values and morals into their management style. They view these values as the most important factor in their decision-making process.
The reasons for Millennials taking on management roles vary. A majority (61%) stepped into management because it was the only way to advance their career or receive a raise. Others (46%) were motivated by a desire for more responsibility or a passion for their work. Twenty-seven percent were inspired by a previous supervisor, while 13% took on the role because there was no one else qualified for the position.
Under New Management
As managers, Millennials often lead in a collaborative manner. Much like Boomers, they value teamwork, but they go even further by rejecting a “command and control” style of leadership. Millennials appreciate frequent feedback from their managers and assume that their teams want the same.
Having grown up hearing that they were unique, special, and important, Millennials aim to empower their employees. Seventy-five percent believe that successful businesses offer flexibility rather than forcing employees to follow a strict work schedule. Additionally, 74% think companies should support their employees outside of work.
At the same time, most Millennials believe that it is up to individuals, not employers, to keep their skills up-to-date and to learn new tools and developments in their industry. This is in contrast to 90% of Baby Boomers, who believe that it’s the employer’s responsibility to reskill their workers.
Unlike Boomers, who often prioritize career advancement and compensation, Millennials generally see making money as secondary to the larger goal of having a purpose and vision. They want their professional lives to make a positive impact on the world, beyond just earning a paycheck.
Challenges for the New Millennial Manager
While Millennial managers have many strengths, they also face some potential challenges. Their highly collaborative, team-oriented leadership style can sometimes lead them to choose team members based on likability rather than ability. Additionally, their preference for consensus can make it difficult to handle conflicts or have tough conversations about performance issues.
Another challenge is managing a newly remote workforce. Although employees from all generations report that working from home can be difficult, Millennials—both managers and employees—seem to be struggling with the sudden shift.
Millennial managers must view the new remote workplace as an opportunity for both personal and team growth, goals that they value highly. Growth is never easy, but it is necessary for both individuals and companies to progress. Leading themselves and others through these uncertain times is no small task, but Millennial managers are prepared to meet the challenge.
