Managing Millennials

Millennials are dictating the culture of the workplace. We should be cautious about the dangers of generation stereotyping and take the time to get to know our staff on a more personal level. The advantage of understanding how to lead millennials is that we can take the opportunity to raise our own self-awareness!
Do’s:

1)Listen to them!

This may seem obvious but surprisingly or maybe not surprisingly it is often ignored. Listening creates a culture of engagement. Good managers are invariably good listeners! Listening is particularly important during times of change, misunderstanding and conflict. Next time you are with a member of your team notice how long you listen for before then thinking and offering a solution (and therefore no longer actively listening).

2)Provide feedback!

This doesn’t just apply to millennials. We all want it and we all need it. If you want to be a stand out leader, give feedback and make sure it is timely, helpful and honest. Less is more does not apply in this instance. Feedback is crucial to the success of millennial management. What stops you from giving feedback regularly and honestly?

3)Provide recognition!

One of this generation’s most distinctive features is the need for others’ approval. They are one step short of being “addicted” to recognition, which they not only expect it from their superiors, but also (and especially) from their peers.

4)Think of leading rather than managing!

You may have been on a few management development courses where you were asked to make the distinction. It is important to get it right because millennials respond better to leadership than management, it is the “lighter touch” which they like. This is linked to coaching where they are not being told what to do. Leading by example is a big win! Practice what you preach! In the words of physician and philosopher Dr. Albert Schweitzer, “Example is not the main thing in influencing others. It is the only thing.”

5)Coach don’t tell!

Studies have demonstrated that millennials prefer their feedback to be given in a coaching management style. This means that their manager does not tell them what to do but instead asks them insightful questions and challenges their perception of a situation. A leadership culture of command-and-control is no longer the preferred management style. Leaders should be creating a culture of personal ownership. The person who owns the problem also owns the solution.

6)Give them a reason to believe!

At Archipelo (www.archipelo.co.uk) we refer to this as “The Big Why”. It matters more to a millennial to understand the “why” than it does the “what”. A good management team will help create a vision which will enable the employee to “get” how their role fits in to the bigger picture and “why” is it is important.

Millennials are attracted to businesses with a strong culture and values that are in line with their own. If the culture is not consistent they will notice and they will reconsider staying.

7)Provide opportunities to learn and develop

Those born in the nineties have grown up in a culture of immediacy! They are surrounded by information and stimuli that they can access at the touch or a swipe of a screen. This means they are always eager for new experiences, they are impatient and they thrive on short-term goals and visible results. What does this mean for you? Find opportunities to develop new skills, frequently assign new and different projects. Or enable them to move around the position in to temporary positions providing new opportunities to learn and develop different skills.

Don’ts:

1)Make assumptions about money as a motivator!

For people of my age group (cough, 40 ish) money was the motivator. We sacrificed family life and many other things to progress our career and earn more money. Millennials aren’t always motivated by money. Instead think causes, coaching, attitude and environment.

2)Don’t be intimidated or threatened by those that speak up!

Millennials want to be heard. So alongside developing those listening skills as a manager you should also give your team opportunity and encourage them to have a voice, share ideas and views rather than take orders and comply.

3)Don’t box them in!

It is never a good idea to micromanage. It doesn’t work very well. Millennials don’t respond well to it. This doesn’t mean you lose any authority. It just means going about it in different way. All the do’s and don’ts will ensure you can achieve the results you need to meet.

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Managing Millennials

Millennials are dictating the culture of the workplace. We should be cautious about the dangers of generation stereotyping and take the time to get to know our staff on a more personal level. The advantage of understanding how to lead millennials is that we can take the opportunity to raise our own self-awareness!
Do’s:

1)Listen to them!

This may seem obvious but surprisingly or maybe not surprisingly it is often ignored. Listening creates a culture of engagement. Good managers are invariably good listeners! Listening is particularly important during times of change, misunderstanding and conflict. Next time you are with a member of your team notice how long you listen for before then thinking and offering a solution (and therefore no longer actively listening).

2)Provide feedback!

This doesn’t just apply to millennials. We all want it and we all need it. If you want to be a stand out leader, give feedback and make sure it is timely, helpful and honest. Less is more does not apply in this instance. Feedback is crucial to the success of millennial management. What stops you from giving feedback regularly and honestly?

3)Provide recognition!

One of this generation’s most distinctive features is the need for others’ approval. They are one step short of being “addicted” to recognition, which they not only expect it from their superiors, but also (and especially) from their peers.

4)Think of leading rather than managing!

You may have been on a few management development courses where you were asked to make the distinction. It is important to get it right because millennials respond better to leadership than management, it is the “lighter touch” which they like. This is linked to coaching where they are not being told what to do. Leading by example is a big win! Practice what you preach! In the words of physician and philosopher Dr. Albert Schweitzer, “Example is not the main thing in influencing others. It is the only thing.”

5)Coach don’t tell!

Studies have demonstrated that millennials prefer their feedback to be given in a coaching management style. This means that their manager does not tell them what to do but instead asks them insightful questions and challenges their perception of a situation. A leadership culture of command-and-control is no longer the preferred management style. Leaders should be creating a culture of personal ownership. The person who owns the problem also owns the solution.

6)Give them a reason to believe!

At Archipelo (www.archipelo.co.uk) we refer to this as “The Big Why”. It matters more to a millennial to understand the “why” than it does the “what”. A good management team will help create a vision which will enable the employee to “get” how their role fits in to the bigger picture and “why” is it is important.

Millennials are attracted to businesses with a strong culture and values that are in line with their own. If the culture is not consistent they will notice and they will reconsider staying.

7)Provide opportunities to learn and develop

Those born in the nineties have grown up in a culture of immediacy! They are surrounded by information and stimuli that they can access at the touch or a swipe of a screen. This means they are always eager for new experiences, they are impatient and they thrive on short-term goals and visible results. What does this mean for you? Find opportunities to develop new skills, frequently assign new and different projects. Or enable them to move around the position in to temporary positions providing new opportunities to learn and develop different skills.

Don’ts:

1)Make assumptions about money as a motivator!

For people of my age group (cough, 40 ish) money was the motivator. We sacrificed family life and many other things to progress our career and earn more money. Millennials aren’t always motivated by money. Instead think causes, coaching, attitude and environment.

2)Don’t be intimidated or threatened by those that speak up!

Millennials want to be heard. So alongside developing those listening skills as a manager you should also give your team opportunity and encourage them to have a voice, share ideas and views rather than take orders and comply.

3)Don’t box them in!

It is never a good idea to micromanage. It doesn’t work very well. Millennials don’t respond well to it. This doesn’t mean you lose any authority. It just means going about it in different way. All the do’s and don’ts will ensure you can achieve the results you need to meet.

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KB - Deputy Head Teacher and Educational Consultant

2019-06-24T13:20:17+00:00

KB - Deputy Head Teacher and Educational Consultant

"It is clear to me that our half years’ worth of work provided a quantum shift in the way I think, which has helped me understand the values that are important to me so enabling me to understand the route and direction in which I want to take next."
"Lucy’s skills and knowledge, empathy and professionalism have completely won me over. Her ability to get to the heart of blocks and anxieties is almost uncanny"

Eley McAinsh - Writer, Editor, Producer.

2019-06-24T13:15:32+00:00

Eley McAinsh - Writer, Editor, Producer.

"Lucy’s skills and knowledge, empathy and professionalism have completely won me over. Her ability to get to the heart of blocks and anxieties is almost uncanny"
"I would highly recommend Lucy to anyone who feels that they need to make a change of some sort, whether externally or simply their own feelings about a situation."

Emma - Marketing Manager

2019-06-24T13:09:11+00:00

Emma - Marketing Manager

"I would highly recommend Lucy to anyone who feels that they need to make a change of some sort, whether externally or simply their own feelings about a situation."
"I found it very helpful to be listened too and for my thought processes to be valued for what they were, which supported me in having the confidence to take on alternative ways of thinking or doing things."

Sophy - Teacher

2019-06-24T13:04:42+00:00

Sophy - Teacher

"I found it very helpful to be listened too and for my thought processes to be valued for what they were, which supported me in having the confidence to take on alternative ways of thinking or doing things."
“Lucy Tulloch is extremely perceptive and insightful. She can hold and unite a group while including each different individual and noticing where each person might develop and grow. She is warm and fun. I would totally recommend her as a coach, she is in the right job!”

JA - Digital Marketeer

2019-06-07T11:41:40+00:00

JA - Digital Marketeer

“Lucy Tulloch is extremely perceptive and insightful. She can hold and unite a group while including each different individual and noticing where each person might develop and grow. She is warm and fun. I would totally recommend her as a coach, she is in the right job!”
"She has enabled me to bring my level of awareness to the forefront and reminded me of the mechanisms I can use to deal with general concerns and worry. Lucy's coaching has enabled me to feel much more positive and confident about the future direction of my life."

Maxima - Specialist Online Business Retailer

2019-06-24T13:10:17+00:00

Maxima - Specialist Online Business Retailer

"She has enabled me to bring my level of awareness to the forefront and reminded me of the mechanisms I can use to deal with general concerns and worry. Lucy's coaching has enabled me to feel much more positive and confident about the future direction of my life."
"This has been a brand-new experience for me and I found it very insightful and useful, in how I need to tackle things I have put off and addressing changes I need to make."

Sales Consultant, Holiday Architects, Cheltenham

2019-06-24T13:12:34+00:00

Sales Consultant, Holiday Architects, Cheltenham

"This has been a brand-new experience for me and I found it very insightful and useful, in how I need to tackle things I have put off and addressing changes I need to make."
"Lucy was already known to me and I have always found her to be professional, approachable and a great listener.  My experience of using Lucy as a coach has reinforced that opinion but has also shown me how naturally Lucy put me at ease."

M.T, Oxfordshire

2019-06-24T13:13:49+00:00

M.T, Oxfordshire

"Lucy was already known to me and I have always found her to be professional, approachable and a great listener.  My experience of using Lucy as a coach has reinforced that opinion but has also shown me how naturally Lucy put me at ease."
"Lucy has the insight to ask probing questions and get at the heart of the problem, at the same time maintaining the right balance of encouraging, listening and understanding. As a result, she has empowered me to make choices that align with my values and I will continue with the practices to stay attuned to what matters most to me in the present moment."

KB - Deputy Head Teacher and Educational Consultant

2019-06-24T13:19:30+00:00

KB - Deputy Head Teacher and Educational Consultant

"Lucy has the insight to ask probing questions and get at the heart of the problem, at the same time maintaining the right balance of encouraging, listening and understanding. As a result, she has empowered me to make choices that align with my values and I will continue with the practices to stay attuned to what matters most to me in the present moment."
"By posing the question 'Do we have any evidence to support this theory' I am able to tackle dilemmas more rationally rather than form an assumption based on speculation."

Sophy - Teacher

2019-06-24T13:02:37+00:00

Sophy - Teacher

"By posing the question 'Do we have any evidence to support this theory' I am able to tackle dilemmas more rationally rather than form an assumption based on speculation."
"Lucy and I worked through what was important to me professionally and personally and she helped me to see everything more clearly and, most importantly, to feel that I was in control of the situation."

Emma - Marketing Manager

2019-06-24T13:08:31+00:00

Emma - Marketing Manager

"Lucy and I worked through what was important to me professionally and personally and she helped me to see everything more clearly and, most importantly, to feel that I was in control of the situation."
"Honest discussions and motivational chats were highly beneficial and I can guarantee that I will be using what I learnt from Lucy throughout the rest of my career."

KB - Deputy Head Teacher and Educational Consultant

2019-06-24T13:18:46+00:00

KB - Deputy Head Teacher and Educational Consultant

"Honest discussions and motivational chats were highly beneficial and I can guarantee that I will be using what I learnt from Lucy throughout the rest of my career."
"Lucy has helped me on so many levels to change the way I think and therefore to approach things in a different way. Thank you Lucy. I have learned many life lessons that will support me in all manner of situations in the future."

Sophy - Teacher

2019-06-24T13:06:29+00:00

Sophy - Teacher

"Lucy has helped me on so many levels to change the way I think and therefore to approach things in a different way. Thank you Lucy. I have learned many life lessons that will support me in all manner of situations in the future."
"I was thrilled to have the opportunity to work with Lucy as my coach as I already knew her to be professional, insightful, logical and completely non-judgmental."

Emma - Marketing Manager

2019-06-24T13:07:49+00:00

Emma - Marketing Manager

"I was thrilled to have the opportunity to work with Lucy as my coach as I already knew her to be professional, insightful, logical and completely non-judgmental."

 

A SELECTION OF LUCY’S CLIENTS

A SELECTION OF LUCY’S CLIENTS