Tips for Boosting Productivity with Millennial Employees

Navigating the dynamic landscape of the modern workforce requires tailored approaches. Drawing from personal experiences, here are five essential strategies to retain and motivate millennials: 1. Professional Development Opportunities: 🌐 Embracing my passion for Human Resources, my employer supported my journey by sponsoring relevant courses and connecting me with a seasoned mentor. This investment in my growth not only enhanced my skills but also deepened my commitment to the organization. 2. Flexible Work Arrangements: 🕒 Last time, I juggled a major project while embracing a flexible schedule. This not only boosted my productivity but also showcased the organization's trust in its employees. Flexibility isn't just a perk; it's a game-changer for work-life balance. 3. Meaningful Work and Purpose: 🌍 I vividly remember a team meeting where our manager highlighted how our project directly impacted a community in need. Understanding the tangible impact of our work transformed it from a task into a meaningful mission. Purpose-driven work is a powerful motivator. 4. Feedback and Recognition: 🏆 A simple shout-out during a team meeting made a significant impact on my motivation. Constructive feedback, combined with acknowledgment, creates a positive feedback loop. It's not just about performance evaluations; it's about recognizing the journey. 5. Workplace Culture and Inclusivity: 🌈 Joining an employee resource group for diversity opened my eyes to the importance of an inclusive culture. Feeling heard and valued strengthened my connection to the company. Inclusivity is not just an initiative; it's the heart of a thriving workplace. #Millennials #WorkplaceMotivation #Leadership #CareerDevelopment

By 2025, 27% of the workforce is expected to be captured by GenZ and millennials, according to a Forbes report, paving the way for the next generation of leaders Yet, a prevailing misconception paints them as the hardest to manage—labeling them as 'impatient,' 'me-oriented,' 'lazy,' and 'entitled.' But the truth is, if we hit the right chord with this dynamic generation and harness their potential effectively, working with them becomes an incredible opportunity Having worked with millennials and GenZ, I’ve uncovered a few ways to enable their full potential in the workplace ✅ Impatience of millennials is misunderstood as entitlement → What may seem like impatience and entitlement is often a strong drive to deliver instant results. Millennials grew up with technology and the internet, instilling in them a desire for quick wins. This isn’t entitlement! In fact, I see it as a strong urge to prove oneself, a hunger to excel, and an urge to win trust. Channel their energy towards big, ambitious goals, and you’ll witness remarkable outcomes ✅ The Power of Empathy → This generation highly values empathy from their bosses and considers it a prerequisite to engagement at work. According to Deloitte research, Gen Zers ranked empathy as the second most important trait in a boss, while bosses ranked it, on average, a distant fifth. So, Instead of searching for mistakes, a better approach would be to partner with them in identifying solutions with context ✅ Being heard and feeling empowered makes them go above and beyond → No news does not mean good news to GenZ and millennials. They thrive on praise and recognition. So, even a small call-out can actually go a long way. It could even be direct feedback, the earlier, the better! I've enjoyed reverse coaching with founders and CXOs on how this generation can become the powerhouse that can take them to the next level. What are your experiences with Generation Z and millennials? #GenZLeadership #MillennialPotential #EmpathyInWorkplace

Employee Development Starts with WHY When you asked your three-year-old to put their own shoes on, what did they say in return…? It was very likely… “WHY?” Even at that young age, their human need to understand the purpose of doing something was their reflexive response. This three-year-old can teach us a simple lesson about retaining and developing great employees. For many decades, supervisors and managers simply told their employees WHAT to do. In my earliest jobs, when my drill instructor (Army) or my shift supervisor (manufacturing) told me to jump, my only responsibility was to ask, “How high?” I would have never even considered asking them, WHY? Or if I responded with, “What was the purpose of jumping,” “How will I know if I jumped correctly,” and “What will be the positive effect of my jumping,” I would have been met with swift rebuke and even scorn. My job was to do what I was told and leave the thinking to my supervisor. You may be quietly smiling to yourself reading my example because it would be inconceivable to think of treating an employee that way today. So, what changed? The change I have just described is the result of the two newest generations in the workforce (millennials and Gen Z) having had access to the combined knowledge of the history of the world available to them in 15 seconds since they were very young. These generations didn’t need to wait for the leader (teacher in school, parent at home, or manager at work) to tell them WHY... They simply looked it up themselves. Unlimited and immediate access to information has changed everything in the relationship between worker and supervisor. So how do we begin engaging and developing employees? Don’t tell them WHAT to do… tell them WHY the task is important to the success of them and their peers. “Move that pallet” transforms into: “Please move that pallet away from the employee walkway because it blocks the view of the hanging safety mirror, and moving it will decrease the chances that a tow motor will hit one of your coworkers.” This short 7 second change turns the task from an order to be followed into an effort of safety significance that directly affects their peers and coworkers. While this is a simple example, it extrapolates into participation on safety, quality, and productivity teams. Explaining WHY to employees not only engages them, but has them running to the internet to find best practices and benchmarks from around the world to improve your operation. Your employees can make a living being told WHAT to do at a dozen different companies… but engaging them with WHY empowers them into seeing the larger picture. And empowering them gives them the opportunity to show you they are ready to grow. Visit my blog at www.ChrisCzarnik.com to read more Winning the War for Talent content. Please reach out if your organization needs any help solving your talent issues; it's my passion to help you!