- Talent Management
Just the term Millennial is enough to strike if not fear, at least some apprehension in the hearts of employers. The concept of effectively managing Millennials seems to be one that eludes many workplace leaders, and increasingly there are reports that not only are managers having trouble with both attracting and managing Millennials, but that there are conflicts arising in the workplace as a result of differences in generations.
The Boomer vs. The Millennial
There seems to be a huge chasm between two primary generations making up today’s workforce—the Baby Boomer is typically the generation that’s filling leadership positions within many organizations.
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These individuals were often born around the end of the Baby Boomer years, putting them in their early to mid-50s—frequently the age when people begin advancing toward leadership positions.
Then, on the opposite end of the spectrum is the Millennial. These people are usually 20-somethings and although they may have more formal education than any generation before them and more technical know-how, they also tend to have a lack of real-world or job experience. The differences in the Boomer and Millennial generations is creating friction in the workplace, leading to misconceptions on the part of both age groups.
Without being able to address the unique factors that come into play when managing a Millennial, it will be impossible for organizations to thrive and remain competitive. Millennials offer a unique set of skills, and despite their differences from older generations, they do offer tremendous value, if they’re managed in the right way.
The Basics of Managing Millennials
Every individual is unique of course, and you may encounter Millennials with a work style more similar to a Boomer, but in general there are some similarities in the style and approach of this generation, and when these similarities are taken into consideration, it makes it easier to develop a talent management strategy that’s going to allow the entire organization to thrive.
These are of course generalities that can help managers tackle the Millennial generation. As more Millennials enter the workplace and also advance through the ranks of their career, there’s likely to be a shift in talent management, and a more robust effort to speak to the unique characteristics of this young and idealistic, but also very valuable generation.
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