Millennial Managers: The Future of Leadership

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Millennials are the largest generation in the workforce today, and they are quickly becoming the leaders of tomorrow. As a result, it is more important than ever to train millennial managers on how to effectively manage those who report to them.


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Millennial managers have a unique set of skills and perspectives that can be used to create a more productive and engaged workforce. They are typically more tech-savvy than previous generations and are more comfortable with change. They are also more likely to be collaborative and team-oriented.

However, millennial managers also face some unique challenges. They may not have the same level of experience as older managers, and they may not be familiar with traditional management styles. As a result, it is important to provide them with training that is tailored to their needs.

The old style of management is fast becoming obsolete. The reality of Plan, Organise, Lead and Control is not something that millennial managers can relate to. This may lead to the perception that they cannot manage effectively, however, baby boomers and Gen X managers need to adapt to the generational change and realise that the current and future generations of managers simply do things differently.

  • Millennial managers focus on communication and collaboration: they are more likely to be successful if they can communicate effectively with their employees and collaborate to achieve common goals.
  • They embrace technology: millennial managers are comfortable with technology so it is important to train them on how to use technology to manage their teams.
  • Millennial managers are flexible and more likely to be successful if they can adapt to change and be flexible in their approach to management.

Millennial managers are looking for opportunities to learn and grow, so it is important to provide them with training and development opportunities as evidenced by the following research:

According to Gallup, 87% of millennials say professional growth and career development are important, and 76% of employees are looking for opportunities to expand their careers.

Let’s look at a further study by Harvard Business:

According to the report:

47% of boomers believe that L&D programmes have a high degree of relevance in terms of issues their business faces, only 23% of millennials believe these programmes are relevant. To meet their expectations, leadership development experiences must be relevant and provide well-sourced, trusted content that addresses key strategic business issues applicable to their daily work. Overall, millennials are looking for L&D to solve these challenges by thinking more innovatively.

The reality is that L&D programmes are failing millennials.

So, what is behind the millennial's concerns? There are three main drivers plaguing leadership development programmes:

  • Poor content: compared to boomers, millennials were 3.4 times more likely to cite poor content as a barrier to leadership development.
  • Lack of external thinking and expertise: millennials are 2.3 times more likely than baby boomers to say that insufficient thinking within organisations is a major barrier to L&D programme effectiveness.
  • Limited application to on-the-job requirements: compared to boomers, millennials are 1.3 times more likely to cite that L&D programmes lack application to the requirements of their job within an organisation.

By providing millennial managers with the right training, you can help them to become effective leaders who can create a more productive and engaged workforce.

Why Train Millennial Managers?

Millennials are the future of the workforce, and they are already starting to make their mark as leaders. They are more tech-savvy, collaborative, and adaptable than previous generations, and they bring a fresh perspective to the workplace.

However, millennials also have different expectations from their managers than previous generations. They want to be treated with respect, they want to have a say in their work and they want to be able to balance their work and personal lives.

If you want to be an effective manager of millennials, you need to understand their needs and expectations. You need to be able to communicate effectively with them, you need to be willing to delegate, and you need to be flexible.

Training millennial managers can help them to develop the skills and knowledge they need to be successful leaders. It can also help them to understand the expectations of their employees and how to manage them effectively.

While it’s all well and good training millennials, current management also need to understand millennial management and need to make a paradigm shift where the business benefits and young managers are aware that management styles must align with business objectives.

Implementing changes in management style to accommodate the attitudes of millennial workers can reap rewards both now and in the future. Managing millennials in a way they understand can result in improved morale, decreased turnover, and better employee engagement.

These changes may not be easy and may seem unnecessary—especially for older managers used to a different style. But incorporating these strategies for managing millennials is well worth the effort.

CorporateWise offers Seminars and half day workshops as well as Zoom sessions for Managers who manage millennials.

If you are a manager or HR professional, I encourage you to consider training your millennial managers as well as training managers on how to manage them effectivitely. It is an investment that will pay off in the long run.

Please contact [email protected] or [email protected] to find out more. Or go to the CorporateWise website.

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