5 Tips for Motivating and Managing Your Millennial Workforce
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Roughly 45 million people in the workforce right now were born between 1980 and 1999. By 2025, that age group will make up about 75% of the workforce in America. Whether you know them as Millennials, Generation Y or the Digital Generation, there’s no denying their impact in the workplace.
From left, panelists David Kramarz, Rebekah Monson, Stephanie Rosenblatt, Vincente Fernandez and Marianne Mijares, and moderator Lorienne Dittmar
“Kaufman Rossin Presents: Millennials in the Workplace,” a breakfast seminar on June 20, 2014, asked a panel of millennial professionals to weigh-in with tips for managing, understanding and motivating millennials.
The panel, moderated by Lorienne Dittmar, the recruiting and human resources coordinator at Kaufman Rossin, discussed strategies for leveraging and encouraging young employees. Panelists included:
- Rebekah Monson, communications manager at the University of Miami School of Communication
- David Kramarz, account executive at Anderson & Jacoby Insurance Consultants
- Stephanie Rosenblatt, senior engineer at Equisolve
- Vincente Fernandez, co-founder of Sportsmanias
- Marianne Mijares, director of events at the University of Miami Frost School of Music.
The panelists identified ways for employers to attract millennial workers, and to motivate and retain them, long-term. Here are five of their tips for motivating the millennials in your office:
- Honesty is the best policy. Millennials want an honest office culture, without barriers. They want to know the health of the companies they work for, including their financial well-being. A lack of open communication can make employees uneasy, especially in a generation with little faith that companies will do right by them. Open communication builds trusts between employees and helps foster a workplace community. But before you open your books for all to see, the panelists suggested providing your employees with communication training so they understand the importance of properly handling sensitive information.
- Communicate your value statement. Millennials are dedicated to social change. They want to invest where they live and they want their company’s values to align with their own. If you want to inspire your millennial workers, help them find ways to give back in the community that align with your company’s mission.
- Provide individual recognition. As with any generation, not all millennials fit the stereotype. The panelists highlighted the need to treat your younger workers as individuals and value them for their contributions, rather than generalizing about their generation as a whole.
- Free them from the traditional work-week. Millennials are constantly connected to the internet, meaning they’re answering emails, taking phone calls and addressing issues long after the office has closed. The best way to reward this dedication? If you can, offer flexible scheduling. Consider if it makes sense for your company to switch to task-management, evaluating performance based on milestones completed rather than hours at the office. According to the panelists, scheduling flexibility – and the trust that accompanies it – would motivate them to work harder and smarter for their employers.
- Leverage their optimism. Millennials are optimistic about the future. They believe that they can make a difference in their communities and around the world, and they’re willing to work hard for companies that align with this belief. Businesses that inspire their millennial employees can translate their optimism into long-term success for the company.
