14 Feb 4 Steps to Effectively Manage Millennials
Is it a challenge to manage the young workforce? The fresh and “green” graduates coming straight from university, full of hopes and goals? Here we come up with 4 simple steps that will help you motivate your new and open-to-learn team.
As music tastes and movie preferences change with the time, the way we approach people, especially at the workplace is going through metamorphoses as well. The same old tune that managers used to apply to the Generation X will not ring true with today’s worker. The new generation workforce requires powerful leadership in a new, updated way. Unlike yesterday’s leaders, today’s leaders must exchange their power for employee performance.
In Power Exchange, we describe four simple “power converters”–practical steps that leaders can take to boost accountability and performance:
Any leader of any team at any level can use these four power converters to lead today’s changing workforce. The result is an advantage for your team that is sustainable and hard for competitors to replicate.
- Ben : “Hey, Stacey. I’m glad I bumped into you. I wanted to talk to you about something. We really need to improve our response time on special orders.” (explainingthe game.)
- Stacey: “OK, I understand.” (Stacey is simply observing.)
- Ben : “You’re on the front lines with this issue. Why do you think our response time has increased lately?” (Ben is askingfor input.)
- Stacey: “Well, the new system migration has had its bumps. But I think the bigger issue is that we weren’t prepared for the recent promotional campaign to our VIP customers. Our call volume from VIPs has increased by 80% for special orders over the same period last quarter.” (Stacey is participating.)
- Ben: “We need to discuss your ideas on how we can get back on track. Our response time has a direct impact on our bottom line, so I’ll give you whatever support you need to take care of this.” (Ben is involving)
- Stacey: “That sounds great. Let me send you some initial recommendations before our meeting. I’m confident we can identify a good solution and implement it quickly.” (Now Stacey is committed to solving the problem.)
- Ben: (After the solution is implemented.) “That was a great job, Stacey. I really appreciate the way you took the initiative to explore solutions and make them happen.” (Ben is appreciatingfor Stacey and for her performance.)
Today’s leaders know they only get accountability from their employees by being accountable to them and their success. They understand that with today’s worker, accountability is a two-way street.
Here’s to building a brighter tomorrow with today’s worker!