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How to manage millennials - communication

When managers look at their younger subordinates, they should be thinking “how can I get the best from these people?”

Unsurprisingly, as with all staff, effective communication will play a key role. Research by Neuro-Insight discovered that both genders in the millennial age group found a female digitised voice more compelling that its male equivalent. Estate Agents Hamptons has recently reported a record number of Londoners selling up & heading north. So it seems that the key to effective communication is to have a digitised female voice assistant talking to millennials with a northern accent!

Failing that we need to identify the triggers which resonate with millennials and then use them effectively. Known affectionately as the “anxious generation” (Vogue 2018), this generation more than previous generations look for affirmation of their actions.

When communicating with any individual the starting point should be “what do we want this person to think, feel, do and/or know as result of this communication?” To achieve this, effective communication is about the right communication channel at the right time in the right way with the right message. 

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Millennials need good Managers

A client recently complained to me about some of his team being a little less grateful regarding their forthcoming Christmas party for which he is footing the bill.

He is paying for a traditional sit down meal with wine on each of the tables along with the usual Christmas crackers and party poppers. He has done this every year and has organised it again for this year. For many of his staff it is one of the work highlights of their year.

Some staff wanted something very different. They wanted it to be more informal, with a casual stand-up buffet served & available throughout the evening with the opportunity to make their drink choices at the bar. This group was made up entirely of millennials within his workforce. 

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Getting the best from millennials

Successful organisations win and retain key talent. Age is not a barrier to success; however, it may be a barrier to gaining and retaining the key talent from the next generation of movers and shakers.

Many organisations have already developed their culture and employment practices to gain and retain the best on offer. For example, many working parents now gain value from employer led initiatives in ways which go far beyond the statutory minimum requirements of the law. The benefits of this accrue to both employer and employee. In the same way, organisations should look at their culture and employment practices to ensure they gain & retain millennials. Organisations need people who are ambitious, educated and technologically “savvy”. So what are some of the challenges we face in getting the best from millennials?

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Integrating Millennials: how can we make it work?

“The difficult people who we encounter can be our greatest teachers."  (Eileen Anglin).

There is no doubt that the Millennial generation bring challenges to the established generation. They are different, and differences inevitably produce difficulties and challenges.

In a previous blog I briefly covered one difference which could be a major gain to our organisations. In this blog I'll offer some thoughts on a major difference which could demand attention, effort, and support from our organisations.

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The challenge of integrating Millennials

“Millennials don't want to be managed, they like to be led, coached and mentored. This generation is on fire and ready to go."  (Farshad Asl).

Our organisations often undergo change we don’t even plan for, for example political and economic swings can take us by surprise.  One of the biggest ongoing changes we face is the composition of the workforce; the Millennials generation is even larger than the “baby boom” generation according to some. The question is, does it matter?

According to a report from PWC (“Millennials at Work: Reshaping the Workplace”), Millennials already form 25% of the workforce in the U.S. and account for over half of the population in India. By 2020, Millennials will form 50% of the global workforce. As well as changing the cultural tone of the organisations they work with, they are critical as a generation because they will be the economic support for an increasingly larger older generation as life expectancy increases. Integrating Millennials effectively is becoming a crucial aim for many organisations.

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