7 Tips for Generation X, Boomer & Traditionalist Managers
On How to Successfully “Manage, Lead & Develop” Generation Y Employees!

(1) Focus on the Power of Influence, Not the Power of Authority
Many managers believe that because of their position younger generations “should” respect them. However, many Generation Y’s believe respect is to be “earned” not “given”. Simply listening, praising work well done and being genuinely interested in your employees (which are basic skills great managers do anyways) will not only help retain and motivate them, but also inspire them to work hard for you!

(2) Point the Finger Inward, Not Outward
It’s easy to blame, point fingers and throw our hands up wondering why this next generation is “this way”. They are often described as being entitled, spoiled and the “Me” generation. Yet we forgot that as a culture we have taught them this! We have often overindulged them, rescued them from consequences, micro-managed them and encouraged them to ‘buy now and pay later’, which reinforces instant gratification.  My challenge to all generations is for each of us to look inward not outward. Instead of blaming them, we should ask ourselves the question – what can I learn from Generation Y? What can they learn from me? Simply changing our perception towards them radically changes how we communicate to them and how they communicate back to us.

(3) Don’t be Fooled by Arrogance
Often I read that Gen.Y’s are ‘so confident’ yet many Y’s admit that they battle with insecurity, anxiety and worry, although they rarely share this. Instead their insecurity is often covered by a mask of arrogance. As we’re in this economy crisis, expect anxiety and insecurity to rise.  Simply investing into your employees, asking how they are feeling through the crisis (again a basic skill great managers do) will go a long way toward engaging and retaining them!

(4) Don’t Expect Them to Read Your Mind
Skills and habits that may seem obvious to X, Boomer & Traditionalists managers are sometimes not obvious to Y’s simply because they were born and raised in a completely different era! Tell them what you need, how you need it, when you need it and why you need it. Spelling it out will take time but save you time.  Hint: If you don’t know what you need from an employee, just think of the last time you were frustrated with them. Frustration is a clue that a need has not been met.

(5) Set Boundaries from the Top & With Respect
Its not the job of employees to figure out what is expected of them or what the boundaries are in their new job – boundaries need to be set and communicated from the top-down. All generations and working environments need boundaries! They tell us what is expected of us and create a sense of order, which reduces anxiety and increases security.  Be clear about your boundaries, what you need from your team, what rewards they will receive for work well done and also any consequences if job expectations are not met. As long as you are clear, and your expectations are reasonable and spoken in a tone of respect, Y’s will usually step up!

(6) Listen & Challenge
Many Y employees tell me that they are unchallenged and bored. They often say they ask for more work from their boss but their requests are either ignored or downplayed. Ask them what they are interested in. Pay attention. Providing challenging work will not only help get more work done – but will motivate them to stay engaged and plugged into your company!

(7) Ask Their Expectations
Take time to find out what your Gen Y employees’ ambitions are. If they seem unrealistic to you, use a tone of respect and be honest with what you think more realistic expectations would be.  Share your wisdom about what they can do practically to achieve these goals.