Background Screening | How to Get Away With Managing Millennials

Background Screening | How to Get Away With Managing Millennials

 

Background Screening | Did you know that 75% of millennials have a profile on at least one social media network? That’s quite a lot, especially when you consider there are almost 80 million millennials residing within the US alone.

What’s even more interesting is the fact that as many as 55% of them will post at least one selfie every week. And on average – millennials spend at least an hour per week to get that perfect selfie. That’s a full hour of some high quality self-admiration.

Speaking from the perspective of a millennial – yes, it is evident that we can be a little bit egotistic, to say the least. But what is even more important – we can be quite helpful around the workplace.

In fact, one of the positive aspects millennials can be proud of is the fact that we are a generation that is actively engaged in everything that concerns us. So while some of us are saving the planet as we speak, others are mastering technologies that are shaping the future! This means that we’re not all that spoiled as most of the members of Gen X believe, and probably all of the Baby Boomers firmly accept as an absolute truth.

However, managing members of Generation Y (the millennials) can be a somewhat tedious task. Dealing with delicate personalities with high expectations and no patience can really cause a lot of disturbance in the workplace.

So what are millennials expecting from their bosses? What motivates them, and how can you keep them engaged in their work?

Let’s start with the basics and see what type of a boss millennials respect.

Be a leader, not a manager

Taking the high stand and insisting on establishing an authority over your millennial workers is a fast lane to nowhere. An average millennial will probably smile to your face and then quit without any notice when they find a better job.

However, if you want to keep them around, know that they are looking for leaders, not bosses.

What is the difference? Leaders coach their teams, they identify themselves with their workers and are dedicated to developing individuals and their unique skill-sets instead of labelling their employees.

If you are looking for a way to keep them interested in their job (because they will most probably expect from you to do so), here are a few tips that you should have in mind:

1. They need to feel valued;
2. They need to have confidence in your leadership;
3. They have to actually like what they do;
4. They want to progress at work; and
5. They want to be appreciated as individuals, not referred to as if they are nothing more than a number.

According to Barnum Financial Group, 60% of millennials need to feel like their work actually matters. They want their opinion to be valued and they want their work to be fulfilling and to actually have a purpose. However, nurturing them isn’t enough. When they arrive at the office, believe it or not, they want to feel like they are home. – Recruit Loop

 

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