13 assumptions you’re making about your millennial employees

13 assumptions you’re making about your millennial employees

Millennial employees are among the most criticized in the current labor force mainly owing to the challenges that people have imagined come with managing their affairs. Most of the challenges and concerns forwarded are however assumptions that simply lack a solid base on which they can be termed as substantial. When managing your millennial employees, here are 13 assumptions that you should strive to avoid since they impact the way you will be able to manage the workforce.

Obsessed with “reverse mentoring”

It is basic knowledge that millennials are the kings when it comes to the digital world and they always aim to teach the older generations how to integrate the digital options to business. This is not ground enough to label the millennials as being obsessed with “reverse mentoring” since they are willing to learn from the experienced professionals and provide opinion in matters they are privy to.

Millennials are lazy

One of the major assumptions you are probably making about your millennial employees is that they are lazy. Many accusations have been forwarded that millennials don’t justify the salaries they ask for and that they are unwilling to put in the work but this should not make you have the assumption that they are lazy.

They need baby-sitting

Millennials have been labelled as a generation that doesn’t follow directions mostly because they are opinionated. This should however not lead to you developing the assumption that they need babysitting or that you need to micromanage the projects and duties they are involved in.

Lack motivation needed to deliver

One of the wrong assumptions you can make about your millennial employees is that they lack motivation to deliver. In sharp contrast, millennials actually have enough motivation since they have student loans and debts to service. Coupled with low incomes, they are actually more willing to work to deliver on these responsibilities.

They are not loyal to your brand

Just because 21% of the millennials say they changed positions in the respective companies they worked under should not be used as a blanket statement on which you make an assumption about your workforce. The labor market is less fluid meaning job opportunities are actually not as easy to come across which directs the fact that millennials are actually willing to stick with the jobs they have.

Millennials lack work ethic

If you are accusing millennials of lacking work ethic, it means you have made a wrong assumption which has been peddled by the recruiters who have handled millennials that speak of needing a work-life balance in order to achieve productivity at the workplace.

Can’t function without digital assistance

It is a wrong assumption to make when you gravitate towards the idea that millennial employees can’t function without digital assistance. Millennials have the ability and willpower to deliver in other forums and the digital platform only offers to make the work easier.

Lack capacity to take on individual responsibilities

Just because your millennial employees prefer to have collaborations at work doesn’t directly mean they lack the capacity to take on individual responsibilities. Contrary to belief, millennials can actually deliver when given individual responsibilities. The fact that they love to work in groups and as part of a system does not mean they lack the capacity, skill and technique required.

They lack flexibility

A wrong idea to have of your millennial workforce is that they lack flexibility. It has been massively inferred that millennials lack flexibility mainly because they are not willing to take up duties that are below or different from what their industry knowledge is centered on. Millennials prefer to improve skills within a niche instead of diversifying and being a jack of all trades and this should not be mistaken for lacking flexibility.

Millennials are poor decision-makers

Decisiveness is key at the workplace since it may be the difference between profits and losses. Since millennials love to evaluate all possible angles before taking action, you should not make the assumption that they are poor decision-makers.

Don’t value advice

Millennials are willing to learn and they can therefore take direction if it means it will better their chances and skill within the industry. Just because they are vocal when it comes to expressing and giving opinion should not be taken as a setting that means they don’t value advice.

Millennials need participation trophies

Millennials have been massively characterized as the portion of the labor force that needs participation trophies. You should not make the same assumption since every employee needs encouragement to deliver and actually perform better when performance is recognized. Some millennials actually understand the expectation that comes with the positions they hold and are willing to deliver on the same without necessarily being congratulated for it.

Become complacent over time

Millennials are never comfortable with what they know and they are always willing to learn a new skill or technique. It is therefore imperative that you eliminate the notion that they become complacent over time since they actually become proactive as they learn.

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