Managing talent you’ve recruited in their early twenties is vastly different than managing veteran employees. Generational differences between are marked, though the difference in perspectives can be helpful in any office. Motivating employees in their twenties is not necessarily more difficult, but you’ll run into some issues with employee retention if you don’t understand how to keep them happy. Here’s how to keep your younger employees engaged and motivated.
Be prepared and willing to provide mentorship and guidance
Young people are hungry for new experiences and information. They love improving their skills, both personal and professional. If you provide them with mentorship and learning opportunities, they will greatly appreciate it. Perfect the art of overexplaining processes and decisions without coming off as condescending. Young employees want to understand your rationale behind important work-related decisions so that they can make similarly successful decisions in the future. Taking a few extra minutes to illustrate your decision-making process to millennial or gen-Z employees will help them feel more confident and experienced when it comes time for them to make decisions.
Make them feel valuable
You probably already know that young employees need affirmation and frequent recognition. The reasoning behind this fact is that young employees generally very much identify with the companies they work for and want to feel like an important part of the team. Recognizing their efforts helps them feel appreciated and fulfilled.
Another way to make them feel valued is to talk to them one-on-one on occasion. These conversations don’t have to be long. Something as small as acknowledging them by name or wishing them a happy birthday establishes rapport with young employees. They enjoy down-to-earth managers who make a point to get to know their team on a personal level. For that matter, being personable never hurt with any other kind of employee.
Additionally, asking junior employees for their input solidifies that you value their opinions and experience. Ask for their opinion about the projects they’re working on and about company processes and procedures. Besides the appreciation you’ll gain from the younger employees, you might receive valuable insight from a fresh perspective.
Don’t put up with under-performers
Younger employees quickly become resentful if an employee who is slacking off continuously gets away with doing less than the rest of the team. Refrain from keeping under-performing employees around or risk reducing the morale of the entire team. The more unhappy young employees are, the less productive they will be because they will be focused on discussing the slacker amongst themselves.