Millennials are a challenge for many managers – even if you’re just one generation ahead of them. Much more so, often, if you’re a Boomer. Then we’re talking employees who seem to have come from different planets, not just different cohorts.
Which means you’re often hesitant to allow your Millennials much leeway. You’re more comfortable keeping them on a relatively short leash, doing just what you’ve asked them too, hopefully without too much complaining.
Ryan Currie, guest-posting at ThinDifference.com suggests your reluctance may prevent you from benefiting from this generation as much as you could: “You’ll be shocked just how innovative and outside the box they can get if you give them room to take risks – reward your millennials for being outlandish, for having ‘big’ ideas, and for taking chances and they’ll impress you.”
Currie follows this up by stressing how very important feedback is to Millennials: “They don’t want you to micromanage and they don’t want to speak to you only at their biannual evaluation. They want you to take them to lunch and openly and honestly talk to them about their mistakes, their upcoming challenges, and what they’re doing right. They’re difficult to insult, those millennials, and that’s a good thing.”
There’s the answer: give your Millennials leeway to be innovative, and then talk to them, openly and honestly, about how that leeway is panning out. Your Millennial employees will feel empowered, and you won’t feel like you’re risking your company.