Leaders across the county are struggling with how to retain and motivate Millennials. I tell them time and time again what needs to happen but for some reason they simply do not believe they must adjust their management style.
Case in point. I had a lovely conversation with a young lady in NYC this morning who pretty much fits the mold of the Millennial. Even she admits it. From what I can tell (and I am a good judge of people) she is intelligent, wants to continue to learn and contribute and is willing to do what it takes to move her career forward. Yes, she is actually willing to stay past 5 PM to make this happen. (I think she attends her yoga class before the start of the work day.) So what is the problem?
Sounds like her employer is not all that interested in growing the young talent in his organization, even though he is interested in creating a revolutionary way of doing business. I am not sure how he can accomplish one without the other, but what do I know?
I’m willing to provide him with advice on what he needs to do to make this happen, but I believe this young person has already told him what needs to happen. So why isn’t he listening?
Before you start shooting me questions about how to make this happen, I would encourage you to have a dialogue with the younger people in your firm. Ask them what they need and then do something you probably have not done in a long time. Listen.