Motivating millennials in the workplace
This week, we tap the expertise of Boris Joaquin and Renz Mansujeto, for some insights on how to motivate millennials, a favorite topic of older generations. After all, millennials (or the generational cohort born between 1980-2001) are dominating the workplace. They are now the largest generation in the workforce. Their innovative way of thinking matches this new digital age. They have an entirely new way of interacting and doing business. They understand and discern what the younger generation needs and because of their upbringing, it enables them to give fresh perspective to many organizations. Because of this, they are strategically valuable.
On the other hand, they are also in need of training and development. That’s where the earlier generations, the Boomers and Gen X-ers come in. This makes the experience of those who are seasoned workers equally valuable. As their leaders and managers, we can help mobilize millennials for the greater good. We can also use our influence to inspire and equip them to reach their potential.
Here are three motivating ways you can help manage and mentor millennials in your organization:
1. Connect the younger generation to the big picture.
Don’t assume that they already see the big picture, much less understand the objective of every task or project they are doing. They don’t need more content as much as they do context—not just information but also interpretation. This creates engagement and answers the question why they are doing what you asked them to do.
Millennials are generally purposeful people: they would rather do things that have personal meaning to them. And to be honest, that’s all they need to be and stay motivated. When you tell them WHY, they’ll find their WAY, and this process enables them to see how valuable they are to the team and the organization as a whole.
2. Provide leadership and feedback.
Some people think that millennials behave like they ‘know it all’ just because they have access to information “in just one click.” That’s not true. They want to learn. They love role models. Yet this won’t happen if there is not a good relationship making this possible. They need good mentors who give them regular good feedback. They learn best when given feedback based on performance. When a clear career track based on performance is established, the performance review process helps them understand how they are doing and keeps them moving forward in the organization.
3. Invest in their development.
This makes them feel challenged and appreciated. They want to participate in projects that gives them hands-on experience.
One manager asked, “What if you develop them and they leave?” The boss responded with, “What if you don’t develop them and they stay?” When you invest in their growth and development, it is more likely they will stay with you, under your leadership, and be loyal to the organization.
These insights are based on the workshops and webinars of Joaquin and Mansujeto on Mentoring and Motivating Millennials. They are
cofounders of Project Purpose Philippines that aims to help this generation discover and deliver their life purpose to a watching world.
This June 14, they will be facilitating a workshop for Inquirer Academy titled “Productivity Plus,” 9 am to 5 pm. This workshop aims to build high performing leaders from the emerging millennial workforce. The module blends best practices of the two biggest members of workforce today—the senior leaders who are about to finish their leadership season, and the young blood who are destined to climb the management ladder.
The Inquirer Academy is at 4168 Don Chino Roces Ave. corner Ponte St., Makati City. For more information about the workshops or if you would like to add your input on the article, you may email email@example.com, call (632) 834-1557 or 771-2715 and look for Jerald Miguel or Judy Bondoc, or visit the website at www.inquireracademy.com.
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