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Understanding Generations in the Workplace

Apr 06 2018

Mentoring Millennials – What Does Mentoring Mean to Millennials

Mentoring Millennials should be a part of every organization, especially if you want to retain your millennial employees!

Here is why:

According to Deloitte study, 64% of millennials plan to see their current job in their ‘rearview mirror’ by the year 2020.

What does that mean? It means that in less than two years 64% of millennials plan on leaving their current job.

The average millennial stays in their job less than three years. However, that same Deloitte study discovered that Millennials who are at their current job or organization for longer than five years are two times more likely to have a mentor.

According to Price Waterhouse Cooper, 98% of millennials feel that working with strong mentors is very important. 

What does Mentoring Mean to Millennials?

I recently interviewed a millennial and he said to me that a mentor-mentee relationship is extremely important. He shared, however, that many mentors feel that being a mentor means telling them how they did something. He said: ”A mentor to me means challenging me to think differently!”

Mentoring Millennials

Mentoring Millennials in the Workplace

There really are 3 stages of the mentor-mentee relationship:

  1. The 1st stage is Coaching: Coaching is a very task-oriented relationship.

The coach is really there to help the millennial get their feet wet. Maybe they are new to the organization or new to the position. A coach is a great way to teach the Millennial about the corporate culture or maybe work on a soft skill.

I know that when I was in my 20’s and I had my first job out of college, I would’ve loved to have a coach to help me with writing skills. So, coaches are a terrific way to help the Millennial ease into the corporate culture of the new organization.

2. The 2nd stage is a Mentorship Relationship: The mentor relationship is based more on the relationship itself.

In fact, Millennials may have many mentors.

There is something called micro-mentoring and those are groups that connect via social media. There’s also reverse mentoring. A reverse mentor is when the millennial mentors a more senior person, typically about something technology related.

Reverse mentoring is a great way to open the door between millennial and someone who’s been around the organization for a long time. Most importantly, the mentor in the mentor-mentee relationship holds the mentee accountable for meeting their goals.

3. The 3rd stage is the Sponsorship: This is intriguing because this takes the mentor-mentee relationship up a level.

This is truly a one-on-one relationship. It is a higher level of mentoring and the sponsor typically has a high status with the company. The sponsor’s responsibility or goal is to help that millennial reach their next level. To get that promotion or that raise. That sponsor also acts as an advocate for the Millennial within the organization. He/she helps the millennial identify skills and talents they need to develop to find that new promotion or raise.

Mentoring Millennials

Mentoring millennials is not an easy task – however, it can be a rewarding one for both parties involved.

A baby boomer I recently interviewed said to me:

“It is our responsibility to mentor the young people in our lives, however mentoring is not just about handing them a book. It’s also about telling them what they have done right.”

So there you have it – the Mentoring Millennials segment.

I look forward to seeing you next week when we further dig into this topic about the multi-generations in the workplace.

Written by Meagan · Categorized: Generational Employee Engagement, Millennials in the Workplace, Understanding Generations in the Workplace

Mar 23 2018

Understanding Generations in the Workplace – the Point of No Return

Understanding Generations is not always an easy task! 

I was honored to be a keynote speaker for the facility management fusion conference in Chicago. While I was attending the conference, I was fortunate enough to see another speaker. Her name is Alexis Thompson and you can find her on her Facebook page titled ‘Trybal Performance’. She speaks about leadership and she said something that struck a chord with me. She said that to be a good leader we often have to let go of control. To allow others to grow around us.

How does letting go of control to let the others grow around us? How does that tie in with the generations?

Working with Generations in the Workplace

I thought that it really does apply. We often have to let go of the way we’ve done things in the past to allow the multiple generations around us to flourish.

Every generation is marked by what I call ‘points of no turning back’. The way we do business. How we communicate. The way we facilitate our day-to-day lives. Sometimes it changes so drastically that the way we were operating previously becomes almost obsolete.

There was a time when we thought a typewriter was high-tech. I mean if we have tools like these we could get our jobs done in no time whatsoever. Things changed and our expectations of how to do our jobs have changed.

Hence the importance of understanding generations. We had to let go of control of the old ways of doing things to embrace the new.

Understanding Generations

I was at a shopping mall directory that shows you an outline of the mall. A list of all the stores. Typically, there’s a red star that says ‘You Are Here’.

There was a three-year-old little boy.

Understanding Generations

He was standing in front of the directory. Took her little fingers and placed it on the side of the digital directory. He was moving her little finger across the side, tried to manipulate and change the images. When the sign didn’t move, he looked at his mother and said ’It’s broke and it bores me!’

Our expectations have changed because technology has changed. That little boy’s expectations have changed too. He has a different expectation of what customer service should be like. What the marketers should do to connect and communicate with him.

For all those vendors, customers service personnel and marketers – for them to be successful with him, they’re going to have to let go of control of doing things the old way and to embrace the new.

Understanding Generations does apply at our workplaces, as well as in our day to day lives.

Leading Generations at Work

That little boy, just like the multiple generations you encounter on a daily basis, has a different expectation. An expectation of what you’re going to do to connect and communicate successfully with him.

I encourage you to think about ways to let go of control of the old ways of doing things to let the new generations flourish around you.

I look forward to seeing you next week when we further discuss what we can do to communicate effectively across generational lines.

Written by Meagan · Categorized: Generational Challenges, Understanding Generations in the Workplace

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