Tag Archives: millenial

How to Survive a Millennial Manager

He watched The Office you watched Cheers—how do you communicate?

Tips_For_Working_With_Younger_Boss_Dec2013

It’s happening across the nation. As baby boomers start to retire (the ones who can, anyway), the millennials are closing in. They like to job hop, and it’s hard for companies to get them to stay. This generation spans fifteen years, and many have built a career and are already getting promoted. Now one is your boss. He can’t stop talking about virtual reality and you miss the simplicity of an age before social media.  It doesn’t seem like you’re ever on the same page.

But does it really matter if you get along with your younger boss as long as the work gets done? As noted by The Washington Post, the answer is a resounding yes. A study was recently published in the Journal of Organizational Psychology that surveyed 8,000 employees from 61 German companies. The results showed that a higher percentage of younger people managing older employees resulted in a 12% increase in negative emotions. And those negative emotions, in turn, led to less than stellar manager reports in regard to financial and organizational performance.

How are you supposed to take orders from someone who reminds you of your child?

1.       Steer Clear of Judgment

No two career paths are identical. This holds true regardless of age. All workers have different experiences and skills that lead them to where they are in life. Even if your boss is younger, try to trust that she gained the position for a good reason. Regardless of whether or not that reason was because of “who she knew” or not, it’s out of your hands. So try to assume the best.

After all, assuming the worst isn’t going to help anyone, even if it turns out to be true. Being younger doesn’t mean your boss is going to be a bad manager. Despite her age and fewer years on the job, she may have a variety of unique skills that make her a great boss.

Of course, it’s also quite possible that you’ll eventually come to find out that she’s wholly unprepared for the position. Even then, avoid complaining.  It’s still in your best interest to get along—you may even want to help guide her in the right direction.

2.       Become an Advisor

Regardless of whether your new millennial pal is well-suited for his new position, he’s probably not going to know as much about the industry as you do. You’ve been working longer, so you know who the players are and how they operate. You can draw on these past experiences and apply them to current events, imparting knowledge to your manager.

All of these things are incredibly valuable to a young manager. Although his tools may be sharp, he might not know how to use them yet. You can help him avoid first time mistakes by giving him advice and sharing the wisdom of your past experiences. Just be sure to come across as a helpful advisor rather than patronizing. Think of your manager as a co-worker and peer rather than an inexperienced child.

3.       Be Open to Communication

The key to any relationship is communication. So make sure to talk! If you play it right, you can create a real connection with your younger boss. Embrace team-building activities and really get to know her. Maybe take her out to lunch once in a while. If she really is out of her element with this position, she’ll want a co-worker she can trust and rely on. And, once you become familiar with her on a personal level, it can really change the dynamic—you start to see her as an actual person rather than “The Millennial.”

Do you have a younger boss? How do you handle it? Let us know about it in the comments below!

 

 

 

 

It’s Time to Break the Millennial Mold

MillenialsJobSearch_Sept2013_webEach generation has a stereotype. There’s the Traditionalists, the Baby Boomers, and the Generation Xers. Now, as more of the generation known as Millennials enters the workforce, stereotypes are increasingly prevalent.

You’ve probably heard the stereotypes about Millennials, or those born between approximately the years of 1980 and 2000. They’re seen as entitled, needy, self-absorbed, and privileged. They’re known as job-hoppers and “the trophy generation.” They’re famous for technology addiction.

If you’re a Millennial who doesn’t feel like part of that stereotype, you’re not alone. Research conducted by Beyond.com shows that it takes more than a feeling to shut down those stereotypes. In order to get bosses or potential employers on your side, you have to prove that you can break the Millennial mold.

Be a team player

In a national survey of Millennials and veteran HR professionals, Beyond.com uncovered striking differences in the perceptions of this generation. For example, the survey revealed that 60% of Millennials identify as team players, but only 22% of HR professionals think the generation works well on a team. In other words, recruiters think only one out of every five applicants possesses the ability to work well with others.

You can prove that you’re one of those team players by showcasing your experience working in teams and highlighting those skills in interviews or through networking. If you volunteer with local organizations, share how those experiences helped you grow. Explore your role as a team member in any school projects or previous jobs and explain how you worked well with others. If you can, collect references and letters of recommendation from people who can speak to your specific teamwork skills.

Communicate well

65% of surveyed Millennials believe they possess great interpersonal communication skills. However, only 14% of HR professionals agree. With such a large gap in perception, you have a significant opportunity to stand out from the crowd and break the mold.

Start by brushing up on your communications skills. Consider taking an online class in important communication practices. Join a group like Toastmasters to advance your public speaking experience. Or, read articles and books that share tips about communicating with older generations, as well as communicating through email, phone, and writing. By taking the extra step to learn these important skills, you not only become a more well-rounded employee, but also show recruiters and potential employers that you possess the initiative to grow.

Work harder

If you consider yourself a hard worker, you’re not alone. 85% of surveyed Millennials identify with the trait, in contrast to only 11% of HR professionals who believe the generation works hard. To further break that number down, only one in 10 Millennial jobseekers is perceived as a hard worker by potential employers. While this may sound disheartening, it means there is room for you to stand out.

One of the easiest ways to break the Millennial mold is to simply give your best every day. Luckily, you don’t have to be an existing employee to prove your work ethic to an employer. Start before you are hired by building a network of professionals who will speak to your skills. By showing up to work on time, staying late when a job needs to be finished, or taking on extra assignments, people will notice that you’re a hard worker. And chances are, they’ll be willing to serve as a reference or write a recommendation for you in the future.

Be a leader

Even if a leadership role isn’t on your current career path, it’s important to sharpen your leadership skills if you want to stand out. Less than half of Millennials identify as leaders (40%), but even fewer (9%) of HR professionals recognize leadership potential in younger employees.

As older generations begin to retire and exit the workforce, it will be up to Millennials to fill the void. Employers recognize this and make hiring decisions accordingly. They look for new employees who show leadership potential, have skills that make them great mentors, and aren’t afraid of challenges. If you’re hoping to land a job, you need to show potential employers that you possess the leadership skills to keep their business thriving in the coming years.

Consider joining industry organizations and volunteering for leadership roles within them, like secretary or treasurer. Volunteer your time as a mentor or tutor for local schools, organize a neighborhood committee, or assemble a team of colleagues to tackle a company initiative. When you show the initiative to lead, you position yourself as an ideal candidate in a changing workforce.

Focus on loyalty

In perhaps the most striking of findings, the survey revealed that 82% of Millennials define themselves as loyal. But only 1% of HR professionals agree. Are you part of that perceived 1% of your generation who embrace workplace loyalty? If you want to stand out from the competition, you should.

Millennials are often referred to as “job hoppers,” or workers who don’t stay with an employer for long before moving to the next one. While this lack of tenure is common in early years of employment, it’s important to not make a habit of it. Be mindful of the applications you send out and jobs you accept. If you don’t think you’ll be happy at a company, or think you’ll look for another job as soon as you start, it may not be the best fit.

While you can’t always turn down a job that isn’t a great fit due to financial reasons, you can help enact positive changes in the workplace. Offer suggestions, join committees, and try to get involved. And remember to focus on the benefits of the job, like health insurance, wellness initiatives, or paid time off.

When you focus on showcasing traits that contrast popular stereotypes, you can break the Millennial mold and prove your workplace value. Remember, you can’t just tell bosses and potential supervisors that your talents are a perfect match for the job. You have to show them, too.

How do you break the generational molds? Share your tips in the comments section below!

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