By the year 2025, millennials will make up 75% of the U.S. workforce, based on a survey by Deloitte. While Gen X employees will still have a strong presence and Gen Z will make up around 27% of the workforce, millennials—also known as Gen Y—will be doing much of the work in the years ahead. Managers need to know how to guide and support this group effectively. Below are ten useful tips to help you connect with and manage your millennial employees.

Tip 1: Let them know early that “bad news” is a normal part of work.

If you are their first employer, you might be the first person to give them what they see as “bad news” at work. This can include honest feedback about their performance or not getting a raise they expected. During their orientation, explain that constructive feedback is often needed and can help them grow professionally. Share some of your own mistakes and how you learned from them. This helps prepare them ahead of time so they won’t feel defensive and can instead have a useful discussion when feedback comes up.

Tip 2: Give positive feedback—they’re used to it.

Many Boomer and Gen X managers think millennials are “needy” because they often want regular, positive feedback. Managers may respond with, “No one gave me that kind of feedback,” or “They need to grow up.” But consider this—millennials have grown up being cheered on by parents, teachers, and coaches, even when their efforts weren’t perfect.

You can either ignore their need for feedback or use it to help them do better. Use the usual guidelines for giving positive feedback: make it regular, specific, and helpful. Skipping praise can lead to lower engagement and might push them to find another job.

Tip 3: Show them examples of great work.

Many millennials grew up learning by studying for tests where they often saw the answers ahead of time. For example, when I shared an “A” paper with my college students, they followed the example so closely that some forgot to add their own names.

Think about how they’ve always had clear answers when studying. Then consider how they might feel unsure when a job task doesn’t have a clear solution. This uncertainty can be new to them.

Some may argue that giving the answer too early can hurt creativity, but you can also use it to guide them toward success. Give clear examples, explain what you want in detail, and help them reach the goal step by step.

Tip 4: Use peer feedback—this is a social generation.

Millennials are used to giving and getting feedback from their friends on social media. They “like,” comment, and support each other all the time. This habit can be helpful at work, too.

Let your team review each other’s work. Create spaces online where they can share work issues, support each other, and work together to solve problems. They are already used to this kind of connection, so use it to your advantage.

Tip 5: Set up reminder systems for tasks—they expect digital prompts.

Millennials are used to being reminded—by their phones, apps, or even their parents—about what to do and when. Many don’t yet know how to use workplace systems to stay on top of meetings and tasks. You’ll need to teach them.

Some of my coaching clients have said, “My young employees don’t meet deadlines. I don’t get it.” Even when expectations are clearly stated, the behavior often doesn’t change. I realized the problem when I asked my college students if they used calendars. Only 10% raised their hands. They rely on texts from friends or digital alerts rather than self-created reminders.

So instead of just asking, “Can you get this done by Friday?” also ask, “How will you remind yourself to do this by Friday?” If they just point to their head, share your own reminder systems and encourage them to use similar tools as their responsibilities grow.

Tip 6: Connect their work to something meaningful.

If you work in a nonprofit or a mission-driven organization, you already have something that draws millennials in. Many millennials care deeply about making a positive difference.

Daniel Goleman wrote that 63% of millennials believe businesses should focus on improving society more than making a profit. Another study shows that 94% want to use their skills to help a cause, and over half want more company service days. Learn what inspires them and find ways to tie their work to that passion.

Tip 7: What feels like “forced fun” to you is normal for them.

Things like birthday parties, team lunches, and after-work events may feel unnecessary to some managers, but for millennials, these are key ways to feel connected. They are used to celebrating life events, big or small.

You don’t need to plan these events yourself. Ask one of your millennial team members to take the lead in organizing team social activities. Especially in today’s workplace, these moments of connection are important for building a strong team.

Tip 8: Check their tech skills—even though they’re good with gadgets.

It’s easy to assume that millennials know everything about technology because they’re always online. But just because they can use social media doesn’t mean they know how to make a spreadsheet or prepare a professional slideshow.

The good news is that they learn tech quickly. When hiring, clearly state the tech skills you need. Once they join, check their skill level and help them build any missing skills. Don’t assume they’ll know what to do just because of their age or generation.

Tip 9: Don’t expect them to follow hierarchy the way older generations do.

Millennials tend to speak and act less formally. I once got an email from a student that started with “Yo Prof,” and I realized we were in a different time.

Many millennials were raised by parents who focused heavily on their self-esteem, which gave them confidence. This can lead them to share their ideas directly with top leaders or bypass their managers without a second thought.

So don’t expect them to automatically understand or follow the chain of command. Explain how it works in your organization. But also, be open to their boldness—it can bring in new ideas and improve old processes. Their different way of thinking can help your company grow.

Tip 10: Help them learn how to evaluate information.

Millennials grew up with instant access to information. But this can make it hard for them to tell the difference between facts and opinions or between real experts and people pretending to be experts online.

Teach them how to judge the quality of information and avoid taking the first result they find as the best answer. At the same time, don’t dismiss the tools they’re used to—social media, blogs, and wikis. These sources are now part of how business works. Let them show you how to use them in smart ways.

These tips can help you better lead and support your millennial employees while also creating a workplace that benefits from their strengths and fresh ideas.