Recently, I was asked by a company to design a mentoring program for senior managers to coach millennials. The challenges I have heard in other companies as well: the difficulty of retaining talent specially of millennials, how to manage their expectations, their mindset of knowing more than their bosses, in terms of the knowledge economy and many other related issues.
The other week, I was in Boracay and I forgot the password of one of my email addresses. I approached the Front Desk in the hotel. It was early in the morning. While waiting for the front desk employee, a young twentyfive year old janitor, approached me if he can help. He guided me through finding my gmail address. Indeed, the roles have reversed, he coached me with much patience and perseverance.
Knowing the millennials
He represented the millennials for me. The millennials are the nearly 80 million young adults born between 1976 and 2001 who are already part of the workforce or are about to join the workforce. They are called by many names sometimes Gen Y, Gen Next, Echo Boomers, and the Facebookers. They differ from the generations that are ahead of them like the Baby Boomers and Gen Xers.
Millennials exude a lot of self-confidence knowing that they are highly valued by companies considering their being technology savvy and their ability to create their own learning agenda. They often set goals for themselves and acquire job competencies to respond to new challenges. They are not daunted by difficulties. Instead they are open to innovating and finding new ways.
Meeting expectations of millennials