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How to Manage Millennials?

E File | Posted on May 07, 2019

According to the Brookings Institution, one in three American adults are a millennial, and by 2025, millennials will make up 75% of the American workforce. This means employers need to set aside generational preferences and learn to manage the differences.

First, define clear expectations up front. Newer employees and those with less experience will not receive anything on a silver platter. Rather, they are not eligible for a promotion until they’ve been with the company for a specified period of time, perhaps two years. Also, they must achieve certain goals, such as bringing in a certain dollar amount in revenue or increasing contracts by a particular percentage.

Second, Millennials fall in two categories. Tier 1 employees have limited or no practical work experience. These people may have a shiny new diploma but zero understanding of office dynamics, following instructions, or taking suggestions. You’ll have to work out a lot of the kinks. Tier 2 employees tend be older with more practical experience and may be ready to manage other millennials. These team members will be up to speed with less training, less headaches, and less drama. If you need to hire someone who can be trained and functioning within two weeks, pass on the Tier 1 candidates.

Third, create a growth development plan. Millennials will focus on their income, so you need to provide a clear guidebook of how they can be successful within your company.

Millennials are our future so we must help them succeed. However, be prepared to provide significant, structured training.