“Pfft, Millennials. They are just punk kids who need to grow up and do some hard work” said the older man in our discussions. Instead of flippantly dismissing his view, it got me thinking: why are Millennials so different and how does it influence how we lead?
In my view, the 4 overriding factors contributing to the Millennials being different are: Accessibility, Connectivity, Curiosity and Community. So, let’s dive into the world of the Millennial and see how these factors need to shape the way we lead the workforce of today and build the leaders of tomorrow.
“I can go anywhere and get everything, right now!”
In many parts of the world, Millennials have grown up in lands of prosperity. Music videos, television, computer games and even Presidents boast about the wonders of prosperity, the virtues of having whatever you want. Now you might think that will push the Millennials to chase bigger salaries too, but it has the opposite effect.
Living in a world of prosperity has meant the Millennials instead look past money for satisfaction. They seek purpose and meaning in their work. They want to make a difference and change the world, mainly for the good. They still see the need for money but it doesn’t drive them.
The downside of this is that they want to see the meaning and purpose, explicitly and immediately. They are impatient and often don’t buy the long bow explanations of how them cleaning toilets helps put astronauts on the moon. They need that warm feeling and they want it right away.
So, tip #1: Take the time to understand their role, the difference it makes and build a clear, powerful and exciting sense for them of the impact they make. It might seem like a position description will do, but it won’t. Spend less on paying them big bonuses and more on helping them to change the world within your business.
“I have, like, 12,000 friends on Facebook, but they aren’t my real friends”
Despite popular old person belief, most Millennials are acutely aware that many of their connections these days are merely fragile links in a computer system. links in a computer system. They have real friends, true connections with deep relationships, but they have a lot more people that they met once and connected to and often ignore.
But on the flip side, when you can casually bump into the ideas of hundred or even thousands of people through these networks with the simple flick of a thumb, you create pocket movements. In the old world, if you had a strong view on an issue, you had to painstakingly seek out people who shared it or try desperately to convert your friends and neighbours.
Well not anymore. Today, Millennials are comfortable using these vast networks to share ideas, find likeminded followers and form small groups, that while loosely connected, can create powerful movements. They see and exploit the power of networking and want to be able to do it at work too. This makes them seem unpredictable, but they are more open and willing to share their thoughts, if there is a safe platform.
So, tip #2: Use networking platforms inside work to build mini-tribes. Create ways for your Millennials to form dynamic groups on issues important to them. Let them recruit others and then support their passion. Some might be off task, but if they believe in your business, many will come together to rally the troops for powerful business outcomes.
“Really? Let’s Google it”
For non-Millennials, the Trivia Night was a wonderous experience. Now it is that boring place that old people go to pretend not to use their phones. Millennials have grown up not with phones, but with devices that give them access to more information than any human has ever had in history.
While this often is making them lazy, it is more that they just don’t see a need to memorise. Instead they are the generation who seek to understand. They ask questions, they don’t believe what you have told them and they can quickly find a site that will validate or refute your claim.
This is a hugely powerful tool if used well. You suddenly have a curious workforce interested in really understanding what is going on. This is great. You also have a workforce who don’t take orders that don’t make sense. Getting this balance right is the key.
Tip #3: Harness their curiosity and don’t over explain everything. Too often we treat workers like dogs, pointing and shouting to get them to comply. Instead, tell Millennials roughly what needs to be done and let them loose. Offer help if needed, but largely let them explore and use their super powers to drive outcomes.
“We are all in this together”
Paradoxically, while Millennials seem super disconnected from everyone around them while they stare at their phones, headphones in place, they are connected to tribes of people they care about. Millennials are sensitive to the notions of climate change, human rights and often support charities, but it’s not traditional CSR that they are looking for.
As with their work, Millennials want to see ways your business helps communities. They will not be so impressed that the CEO handed over a big cheque to some charity because it was their kids favourite. They will be more impressed that their products reduce the amount of waste in packaging and created more jobs for disadvantaged people.
Millennials see the importance of whole communities because they have much more information and can hear about what’s going on in other parts of the world as it happens. There is no more hiding for bad companies and no more green washing without being found out.
My last tip is: Be an authentic business that grows communities. Leverage the ideas of Shared Value and create deeper relationships with community organisations to make a real difference to truly grow the communities in which you live and work. Even better, look to empower your Millennials to take the lead. Hand them the keys to the CSR programs and see what these hyperconnected, people centric and brilliantly curious minds can really do.
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