The 5 Most Effective Ways to Manage Millennials

The 5 Most Effective Ways to Manage Millennials

At Tamara Mellon, our team is predominantly under 35-years-old and we find that they work very differently than those older than them-- even those b

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At Tamara Mellon, our team is predominantly under 35-years-old and we find that they work very differently than those older than them– even those by just five years or so. Millennials, or those who fall within the age range between 23 to 38, are an incredibly digitally savvy set many of whom we have the pleasure of employing at our company. 

In order to ensure that we have a supportive company culture for all employees, of all ages, we’ve thoughtfully structured our working environment and management style to best suit today’s modern workforce and so that our team is always set up for success.

The digital revolution is one of the biggest changes affecting how I manage employees and how we communicate and spend our time. This constant connection evolves our ability to work remotely and keep progressing in ways that proves beneficial to our staff. Digital communication along with the methods below are my best tips for successfully managing Millennials.

1. Be flexible with office hours.  

I do not micromanage nor do I expect people to be in the office from 9 am to 6 pm. 10 years ago, the expectation was for employees to be in the office from 9 am to 6 pm. Now, I understand that when my employees feel their personal time is respected, they are much more productive and happy.

2. Know they’re constantly connected.

Staff may not necessarily be physically sitting at their desks during traditional hours, but we are always in contact. Millennials especially are always connected and more likely to work off business hours. We communicate via email, Slack and Asana.

3. Give regular status reports.

I’ve found that millennials are constantly seeking feedback from myself, other executives and their peers regardless of whether it’s good or bad, big or small. To address this, we keep an internal feedback loop going which I’ve found to be incredibly beneficial with my millennial employees.

4. Give praise and recognition.

Integrated into our feedback loop with employees is recognition. We started a #shoutouts channel on Slack where team members will get praise for certain projects or achievements.

5. Create room for growth.

Millennials do not fear change, especially in the workplace. They are interested in more dynamic, cross-functional roles that will allow them to grow into other areas of the business. I encourage the team to work on projects they are interested in, regardless of their job title or function. This doesn’t stop at the office. We also like to send our employees to conferences or workshops that will aid their development. 

I never want to limit my team and I encourage them to pursue development opportunities that will ultimately make them happy at our company.

The opinions expressed here by Inc.com columnists are their own, not those of Inc.com.

This article is from Inc.com

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