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How do you motivate Millennials to management positions?
Alright. I’ve put this subject off for too long. It is time to pull back the curtain and explore why Millennials and Gen Z folks are reluctant to take a management position. Here we go:
- Lack of trust in senior leadership
- Limited financial rewards
- Work-life balance
- Time off
OK. There is the “why?” What can we do about it? Unless we can do all the work ourselves, we need good managers to maintain a healthy, profitable business. In addressing the “how?”, I decided to interview two experts on the subject. They are my two sons age 36 and 38. They are both married, have a family, and are in a management position with direct reports. I ask them if they agreed with the statement that most Millennials did not want a management job. They did. I then asked why. They said they didn’t know! I wasn’t satisfied with that answer, so I went deep with my questions. Here is what I found:
Integrity: When working with a Millennial, your word must be your bond. Do what you say you will do and honor your deadlines. Otherwise, you will lose trust.
Show genuine interest: Being aloof or detached will cost you. Be in there with them. Know about their hobbies and birthdays. Watch their body language and develop a sense of knowing when something is wrong. Address the matter quickly.
Make sure the person understands what they are “getting in to” and that they want it and possess the capability. Otherwise, disillusionment may set in.
Be sensitive to their work-life balance. If you need them to work extra hours, explain why and do your best not to make it a habit.
Many Millennials have seen their parents work long hours, be treated unfairly, and experience a parent getting laid off from a company they were loyal to and worked hard for. The good news is, if you show a genuine interest and act with integrity, Millennials can be excellent managers.