605. Expert Interview: How to Manage Millennials

Millennials, born between 1981 and 2000, are quickly eclipsing Baby Boomers in the workforce. Many are already managers and others are surging into the job market. The temptation is to view them as a demographic group instead of listening to them, learning from them and showing them how they can best find satisfying careers in the company. Buying into generalizations about them, instead of seeing their unique individuality, prevents relationships of trust and loyalty from forming.

“Most people want to work for an organization where they feel they have a purpose. That’s especially true for many millennials. They want to feel that they are making a difference. Several factors enter into making that a reality. It’s important to build and communicate career lattices in an organization to show people that they have an equal opportunity to grow in the company. This is especially important with a diverse workforce. The lattice shows the opportunities and the expectations within the organization. It’s a way to show, yes, we are willing to invest in you if you will do these things. These are key qualities millennials thrive on because they convey the message: here is where you can make a difference.”