Join Lisa Earle McLeod for an in-depth discussion in this video Next steps, part of Hire, Retain, and Grow Top Millennial Talent.
- When I first became a manager at the age of 25, my father said to me, "Congratulations, "you've just become the second most important person "in the life of your employees." I said, "What are you talking about?" And he told me, "Next to your spouse, "your boss has the opportunity "to make your life wonderful, "and make your life miserable." I was 25 years old, I was scared out of my mind. I didn't need that kind of responsibility. But now, I'm twice that age, and I see even more just how right he was.
- If you are someone's boss, you mean the world to them. They talk about you at the dinner table at night. They repeat your words to their parents, and they think about you more than you realize. - You know, every generation brings about change, and every group of young people always seems less responsible than the generation before them. But it's worth remembering, even Socrates said, "The children now love luxury. "They have bad manners, contempt for authority. "They show disrespect for their elders, "and love chatter in place of exercise." You know, my generation thought the Parchers family was topnotch entertainment.
But now, thanks to more experience, and hopefully some good bosses, we grew, we changed, and now we're the ones in charge. - The millennials are bringing a different sensibility into the workforce. Throughout this course, we've talked about spotting talent, hiring, negotiating, training, managing some failures, growing, and sometimes letting go of millennial talent. If you've noticed, there's a true line for top-performing millennials. We want our jobs to matter. We want a purpose, and we want our interactions with you, our boss, to matter.
- You know, there's never a moment when a new parent holds that baby in their arms, and they look down at them, and they say, "You know what, I hope that one day, "you go to a meaningless job. "I hope that one day, too, "you, my precious child, will join the ranks "of the 71% of employees who're disengaged. "My wish for you is that one day, "you just go through the motions." No one says that. - As a leader, you're the one who decides if the work matters. The millennials are giving voice to what other generations have silently longed for.
We want to make money. - And they also want to make a difference.
- Identify information that should be included in job expectations.
- Determine the best ways to engage millennials in face-to-face meetings.
- Explain how to provide effective performance feedback.
- Recognize incentives that will increase retention rates.
- List three signs of employee disengagement.