Fear-based leadership is rather common, though we don’t call it fear. We call it control-and-command, or sometimes we just call it supervision.  However, as more Millennials/GenYers come into the workforce, fear is unlikely to produce effective leadership.  Why? Because this demographic simply views the world much differently from generations accustomed to fearing their boss.

For Millennials/GenYers, fear as a motivator is a somewhat foreign concept. Raised by parents and teachers who sought to build esteem and not threaten, Millennials/GenYers don’t have the built-in fear instinct.  Even if they were to lose their job, their fear factor is lower than other workers’ for two reasons: 1) Millennials have not yet accumulated the financial responsibilities of older workers, 2) Many can return home to the financial safety of their parents until they find another job.

Instead of fear, employers would do better by embracing what Millennials/GenYers really want: Supervision. This doesn’t mean micro-managing, but rather providing support, coaching, information, and patience.  Unlike previous generations, Millennials want and need regular and constant feedback. It’s what they know from their parents, and it was the basis of how they were educated from grade school through college.

Fear leadership is a strategy among managers who haven’t embraced the fact that the workplace has changed radically.  In previous generations, work was mostly done on site. The boss could see you working and could monitor your activities.  The thought was that if you didn’t hear from the boss, everything was okay.

This management style will not motivate the Millennial generation.  Millennials/GenYers were raised as independent, self-starters who can use technology and social media to get the job done irrespective of physical location.  Rather than having someone look over their shoulder, what Millennials really want is clear direction and mentoring. Once they understand the task at hand, they can lock and get it done.

It’s understandable that Baby Boom managers may have a high need for control.  But by understanding the perspective of Millennials/GenYers, it’s possible they can learn a new skill or two that will produce employees who are both loyal and highly effective.

Andrea Knies

andrea.knies@hotmail.com

As a career counselor I am aware of many factors currently affecting those about to graduate from college. Some of these elements are part of the big picture and faced by everyone. The challenge for the Millennial generation is to identify the obstacles that are within their control.

Technology

Millennials have a great relationship with technology.  It has been a vital part of their entertainment, education, and social lives.  So it is logical that this would be the first place they would reach when they are preparing for the world of work. They Google the word ‘resume’ and are overwhelmed with hits on the subject. However, Google cannot help them sort through to find the most appropriate information for their situation. Unfortunately, this generation is depending on that information instead of seeking out the help of their campus career centers that are there to aid them on this journey.  The second problem that Millennials are having with technology and their job search is the amount of faith they place in large job boards. Many soon to be graduates are using a passive approach to the job search and truly believing that if they place their resume on a large job board that someone is going to find them and offer them a position. This is not the way a job search works, but it is an easy and safe way for the Millennials.

When used correctly Millennials have the talent to create a great job search through technology. They can blog about issues they are passionate about, they can create websites to showcase their work, and they can use social networking to connect with people all over the world. If this generation would take a more proactive approach they can use technology as an effective piece to their job search.

Workplace Shifts

Another problem that Millennials are facing as they enter their professional lives is understanding this shift that has occurred. We have moved from a world where you work as part of a corporation to a world where you are your own corporation. Most Millennials have been raised by parents who have a boss. Their parents found a position within a company and then identified with that role. With the change that the nation is currently undergoing we are moving towards a world in which people will be offering their services and talents and creating their own businesses. This is not a new concept, it is similar to the pre-industrial revolution workforce. However, this is not something that Millennials have seen. They do not understand the concept of building a career around yourself instead of around a company.

There are two things that Millennials can do to help work through this issue. First of all they can start talking to people from older generations. Find those people who started their own company or were on the cutting edge of new trends. Look to those people for inspiration as we begin a new frontier. Another way Millennials can move forward with this shift is by creating their own brand. Millennials have seen brands their entire life. Now is the time to dissect that concept and apply it to building a personal brand. Millennials can then easily use the internet to promote this brand.

Safety Net

It is great to see how close Millennials are to their parents. I myself happily tell my mother everything and look to my parents for advice. However, there is also a downside to this and that is the safety net. When the going gets tough it is very easy for the Millennials to move back home. (When I mention the safety net, I am not referring to collectivist cultures. In cultures when it is customary to move home until beginning your own family those children are expected to work.) The problem with Millennials is that they can move home and play video games without any stigma and their parents welcome them with open arms.

There is nothing wrong with needing some help and I feel that we are a generation lucky enough to have that support. However, the problem is when Millennials abuse the situation. Millennials need to continue to be proactive. Even if they must move home they can still do their own laundry, help with dinner, and continue to look for a job every day.

There are many elements out there that are affecting the workforce, but with a little self examination Millennials can eliminate the obstacles that are within their control.

Andrea Knies

Career Counselor

Millennial

In a recent training workshop for the California Youth Advocacy Network, a statewide organization dedicated to a tobacco-free California for youths and young adults, it became clear how the power of understanding can deliver great results.  By helping Network managers better recognize how Millennials/GenYers think, they are in an even better position to succeed.

So what are the nine “C”s for engaging Millennials in a key public health initiative – or any other task?

1.         Coach – Millennials/GenYers are accustomed to constant feedback, and they respond favorably to it.  They don’t see coaching as a hassle, but rather a must. Providing routine feedback in a way that makes sense inspires Millennials/GenYers to reach higher.  Often, all that is needed is a quick answer communicated via text or email.  Millennials move quickly and don’t always need a traditional coaching conversation. However, they do recognize that there are things they don’t know about business, and your input is valued.  Coaching can also be a terrific path to building an effective business relationship. That’s crucial to this generation, who believe mentoring is a responsibility of those who know more than they do. The stronger your working relationship, the more likely Millennials will be there to meet a challenge or deadline.

2.         Communicate – Millennials/GenYers expect to be informed. They want to know what’s occurring, how it affects them and how it all fits into the overall plan.  Wanting to know is an inherent trait of being digital natives and in ferreting out information since they were in grade school.  Proactively sharing information with Millennials – keeping them in the loop wherever possible – will engage them on many levels.  The more you bring Millennials into your confidence, the more engaged they will feel, and the more they will communicate back.

3.         Collaborate – When you ask Millennials/GenYers to innovate or solve problems, they become invested in initiative in ways that will amaze you. This generation knows how to collaborate very well, having been trained at an early age to work in teams. They are good at partnering to move projects forward.  In fact, they understand how to collaborate in ways that are foreign to older generations of workers.  But first, you must draw out Millennials and bring them together.

4.         Create – Imagine growing up with the power to design and create projects that go far beyond what you could do with a paper, pencil, and pen! Millennials have been using sophisticated software tools since they were young.  Walt Disney’s adage, “If you can dream it, you can do it” is a routine way they get a job done.  If you challenge and encourage Millennials to create – and allow them to explore – you’ll be pleasantly surprised with the results.

5.         Credible – Being credible with Millennials/GenYers is essential. It inspires trust and confidence; the opposite is also true. If you don’t know the answer, say you don’t know. In the long run, it’s better than fudging it, which will undermine your credibility.  By modeling transparency in your own actions and deeds, you foster that behavior with Millennials.  This is particularly important in today’s business environment, where transparency translates into trust and integrity. In fact, your customers and employees can find out a lot about you in a few keystrokes because information is readily accessible. Be as honest as you can be about what’s occurring in your business.

6.         Commit – To secure a commitment from Millennials/GenYers, you need their buy-in. That’s been true of all generations. But what’s different about Millennials is that simply aren’t going to comply just because you say so. This is a very confident and rational generation that is unafraid to question if they see a better way or need clarification. That’s unlike Traditionalists and to some extent Baby Boomers.  Millennials have a strong support system of parents and families who provide a safety net. If a Millennial is unhappy, he or she knows they have options. They move on and find a better place to work.

7.         Connected – Millennials are the most connected generation in history.  They are the pioneers of social networking, and they are connected during almost every waking moment.  The average Millennial has more than 220 friends on Facebook and can instantly access this network to solve problems, answer questions, and obtain data.  Their ability to tap their extensive network of contacts instantly is one of the key differentiators – and advantages – of this generation.

8.         Consistent – Millennials pay very close attention to consistency in actions and words in the work environment. If a Millennial was counseled for wearing a suggestive outfit, but another executive wore the same outfit on occasion, that inconsistency will be noted. It is also likely to erode credibility and hurt working relationships. One could argue that it’s not just Millennials who spot inconsistencies. However, because they are blind to hierarchy and believe every colleague is basically a peer, they will call out hypocrisy. And, unlike previous generations, Millennials can (and do) broadcast their displeasure via social networks.

9.         Capable – The vast majority of Millennials believe they can because they have been told they can do anything since they were babies.  With all their heart and optimism, Baby Boomer parents have ingrained in Millennials, “you can be anything you want.” When someone believes they can, they will find a way.  This can-do attitude is the reason Millennials are likely to be one of the most productive generations we will ever see.