Sure, the stereotypes say that, as a generation, millennials were overly coddled by their helicopter parents, that they are as attached like robots to their technology, that they are lazy, that they are entitled, and that they can’t seem to focus on one thing at a time. But face it: It won’t be long before millennials outnumber any other single generation in your workforce, which means that it won’t be very long before they are running your company. Have you been prepping them for leadership? It’s not too late to start working with your high-potential millennials to get them ready for the years to come; here are some thought-starters for how to proceed.
1. Feedback. So maybe the generation was constantly overseen by their parents. The good news; that prepared them for continual feedback, so these employees will welcome yours. In fact, they expect face time with supervisors and managers, and if they don’t get it, they might be inclined to leave—or will be simply disinclined to perform. They’ll be even more motivated by a chance to interact with the C-suite—giving your high-potential millennials entree to a high-level project or two would open that door and allow that leadership tier a chance to gauge their performance. All told, more interaction from managers and upper-level leaders will create the opportunity to help hone current skills and start developing the additional ones your employee will need to succeed at leadership. A good way to bridge the communication gap between millennials and their managers is through a 360 feedback program. According to Forbes, Gen Xers/Boomers continue to site self-awareness as a key development need for Millennials. A self survey within a 360 feedback project may help bring to light this area for development, bridge the perception gap and also open communication channels between manager and millennial.