What to do about Millennial workers
The first of the Millennials, that generation so many of us bristle about when the subject arises, celebrate birthday number 37 this year. That's clearly adulthood. Though it's still a way off, middle age is in sight.
And, according to the Pew Research Center, Millennials already are the largest generation in the U.S. workforce, a milestone reached in 2016. (The nonpartisan Pew organization, centered in Washington, D.C., generates data and analysis intended to provide context on a long list of topics - one of which is generational tracking and research.)
Those once cute toddlers are now customers and clients; some are becoming part of our employee counts; others are opening businesses and, maybe, beginning to think about the day they buy our businesses and watch as we ride off into the sunset.
That's a mostly traditional cycle, isn't it? So why is it that promotional material for a May 15 panel presentation at the Chicago-based Leading with Courage Academy seems so spot on with this text:
"Mention 'Millennial' to anyone over 40 and the word 'entitlement' will come back to you within seconds. You're also likely to hear about laziness, participation trophies, instant gratification, helicopter parenting, self-centeredness and Pokemon Go."
I've heard parents speak of their kids that way. The fact remains, however, that the Millennial generation - those born between 1981 and 1996 - is here. They're our children and grandchildren. They are customers and employees and, according to behavioral scientist Russ Riendeau, "bright people with up-to-date learning they don't quite know how to harness."
Riendeau is partner and, especially useful for this discussion, chief behavioral scientist at New Frontier Search Company, Lake Barrington.
The issue is how we as business owners can harness the skills and capabilities Millennials bring to our workplace.
"We may have to change our approach, repurpose how we onboard and train Millennials as new employees," Riendeau says. "Read about them. Learn about them. Look at the information from Pew and from Forrester." (Based in Cambridge, Massachusetts, Forrester Research Inc. blends 675,000 surveys of consumer and business leaders to generate growth strategies.)
"We had more introspective time" as youngsters, Riendeau continues. "We learned in a much more physical world. We could watch, and learn, from facial expressions and body language," a benefit Millennials don't get from phones and tablets.
But what do we do with them as employees? Business owners, Riendeau suggests, "must be aware that you can't just assign a job" to a Millennial-age worker. "They are good workers," Riendeau says, "but you (as supervisor) must explain how and why we do what we do (in the workplace).
"Millennials need more coaching. 'Here's why your task is important.'"
To satisfy your curiosity, here is how Pew, and most every other data-focused organization, defines our generations:
• Post-Millennial generation, born 1997 and later.
• Millennials, 1981-1996.
• Generation X, 1965-1980.
• Baby Boomers, born 1946-1964.
• Members of the Silent and Greatest generations, born in 1945 or earlier.
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