We
know what Millennials want and we help them grow and change by giving them what they need. But we don’t change ourselves or our company for Millennials, or anyone.
We’ve heard Millennials want autonomy. Awesome. We like self-starters, highly motivated people who don’t require micromanagement. We’d rather not micromanage, so we impress on new hires – regardless of the name of their generation – the importance of communication and when/how to escalate matters. This helps everyone avoid micromanagement.
Unfortunately, however, because we run lean, we do have to let go of employees – of any generation – who cannot perform their jobs without constant supervision or the need for copious feedback.
It pains me to let go of people that I know are great individuals with a lot to offer. But accountability comes from within. If someone’s work (or lack thereof) shows that that need to be held accountable by someone other than themselves, then they’ve turned themselves into a cost center. Extensive time coddling people or holding them accountable isn’t free.
We also know Millennials want to be appreciated. Everyone does. As an employer, I enjoy nothing more than appreciating my employees. But Millennials more than others seem outspoken about their need for appreciation. I prefer to helping people grow by training them out of the need for effusive gratitude. We equip them to survive the world, where it isn’t Christmas every day. Yes, I get that some people work for a-holes or people incapable of showing gratitude; that stinks. But a lack of overflowing gratitude more commonly reflects good-enough-but-not above-and-beyond performance. That said, if someone feels they’re regularly exceeding expectations without recognition, we want them to feel empowered to call out their managers.
I might also ask people to explore why they feel the need gratitude for doing their job. In the cases of good-enough work, a paycheck should be all the gratitude someone needs for meeting expectations. A polite work environment should also be part of the work scenario. But authentic appreciation – a genuine expression of gratitude beyond a polite “thanks” – is for people who exceed expectations.
I hope to demonstrate that finding gratitude from within is more powerful than frequent thanks delivered with thinly veiled frustration. We want to prepare people for their next growth phase, whether here or elsewhere, by showing that self-motivation and healthy self-confidence help people go wherever they want to.
Sometimes it’s okay only to meet expectations and get the job done. But we love seeing team members out-perform themselves from time to time; it’s exciting and invigorating for entire teams to see that kind of effort, achievement, and desire to grow.
The above is the first in a series of posts inspired by my experience and a rant by someone on LinkedIn who self-identifies as a Millennial. The rant, framed as instructions for people who employ Millennials, aimed to educate employers about what Millennials want. It reminded me that it’s time to revisit the difference between wants and needs. Stay tuned for part 2.
