While some managers may look at the young people of today and think they are coddled, unmotivated or even lazy, the truth is that employees of tomorrow expect stronger leadership from their bosses.

Proactive executives, managers and HR professionals are seeking solutions on how to recruit, develop and retain next generation workers. With the reality of a pending worker shortage, companies want and need to get better at attracting and retaining the best.

More attention at home means more attention at work

Children today are more likely to have had greater attention from both of their parents. They are more likely to have been told they are loved and received praise for accomplishments big and small. Their parents have likely attended more hockey games, piano recitals and soccer matches. To move from this level of parenting attention to a workplace culture where you only hear from someone if you make a mistake just isn’t personally satisfying.

Team players rather than inter-personal competition

The school system is creating young people with a stronger sense of teamwork rather than individual competition. Old power-based management structures that encourage one employee to compete against a fellow worker for success is demotivating.

Self-actualization may be more achievable

In many ways the next generation of workers is better equipped to perform at a self-actualized level. The problem is that the people managing them have not had the same opportunities or upbringing. More experienced workers have learned to accept less from their work lives. Even though they would benefit from more feedback at work, they have decided to get by without it. Tomorrow’s workers are not prepared to settle for less. When you really think about it, why should they? Organizations have long known that creating a high-performance culture requires a high caliber of leaders and yet they continue to under-develop leaders for the challenges they face.

Finally, companies may have to actually give praise

Management training has long emphasized the need to give praise for a job well done. Many firms have ignored this preferring more complicated recognition programs. The ability to see and acknowledge achievement is key to motivating the next generation.

Tips for leaders to succeed with the next generation

Set expectations – Employees need to know what is expected of them. Vague or fluctuating expectations will be poorly received. Job descriptions are a start, however a face-to-face discussion with the boss is better.

Encourage better performance – Being willing to help and support employees to achieve better performance is a key skill and leadership style. Employees who do not feel encouraged are more likely to move on to another opportunity in a more positive culture.

Develop a friendly, amiable workplace – Hostile workplaces are becoming less commonplace and they should be eliminated. Workers with more options will not work in a hostile, negative environment.

Focus on achievement – Goal setting, monitoring and acknowledgement of achievement is the key to positive performance. Companies focusing on achieving their best rather than competing against outsiders will engage their workforce.

Want to enhance the leadership team in your company? Give us a call or send us an email and see how practical we can be. (800)622-6437 or (519)685-2116 info@uniquedevelopment.com

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Outline of Leadership Programs

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Course Catalogue