Some interesting insights on leading Millennials from Harvard Business Review:
They share well with others (and expect to be shared with):
They are adept at finding information and expect it to be readily available. They are comfortable reaching out directly to people in a way that can be disconcerting to older employees whose workplace relationships have traditionally been constrained by the organization’s hierarchy.
As Nilofer Merchant has observed, social technology is changing the nature of power in organizations.
When you are accustomed to and skilled at finding and freely sharing information, it makes no sense to have information locked up in various parts of an organizational structure. In fact, it feels frustratingly antiquated. What this means for older managers: they must shift from being controllers of information to facilitators of its sharing and collaborative use towards achieving organizational goals.
I love this and think it’s extremely encouraging for the future of world-changing enterprises. Sharing and collaboration FTW.
What motivates Millennials is what motivates all employees:
It’s crucial to understand what motivates Millennials. The most powerful tool to build Millennials’ commitment to the organization is this: offering regular opportunities to learn and develop – not just through training, but through a variety of challenging tasks, the opportunity to work with people who impart valuable knowledge, and regular developmental feedback. As it turns out, this is how you build commitment in employees of all ages.
Despite what the stereotype might suggest, effectively engaging Millennials is not about letting employees wear jeans and bring their dogs to work, dude. The key is providing challenging, meaningful work, communicating, helping employees to see their contribution, and making sure they have opportunities to learn and grow.
In college ministry, I think we provide ample opportunities for:
- Challenging, meaningful work
- Opportunities to learn and develop
I think what we could improve on is “helping them see their contribution”.
Whether this is student leaders or Interns/Staff – we could improve at clearing communicating:
- “THIS is the meaningful, challenging work that you are doing.”
- “Here are 4 ways you are going to learn and develop this year.”
- “Through doing _____ you made a unique contribution and lives were changed eternally.”
A little intentional communication could help Millennials connect the dots in realizing that they actually ARE doing challenging, meaningful work that is making a difference.
What are your favorite takeaways from the HBR excerpts?