What are these kids now a days thinking?

Really want to know?

If your organization is planning on being in business in a few years, you’d better to learn how to deal with Millennials.  That’s the group born after 1978 and basically under 30 in the workforce.

Teaching leadership and management in the local government, I hear tons of grumbling about the new workforce and how they don’t make any sense.  After all, why wouldn’t they expect to spend 15 years taking their lumps like the Gen X and Baby Boomers did before getting the promotion?  Why wouldn’t they expect to be rewarded based on how long they’ve been breathing rather than how they perform?

Turns out, motivation for Millennials looks a little different than the current management generation (Gen X) thinks.

In a PricewaterhouseCoopers 2011 Global CEO Survey, it turns out they value Training and Mentoring in their careers more so than say…money.

What does that mean? I’m glad you asked.

What’s important to you, isn’t necessarily important to everyone.  I know, shocking! Turns out, motivationis a very specific thing to specific people and a one-size-fits-all strategy won’t work. Even though working for a promotion means something to you, it doesn’t necessarily mean anything to a Millennial.

Key takeaway: Set up a mentoring program, train the new people, and teach them how they can develop in a broader sense than just “you’ll be a manager in 10 years.”

We have to evolve…even in the government.


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