Comments on: 4 Tips for Managing Millennials (Plus a White Paper!)

By: Millennials in the Workplace: Your Solution — Jason Seiden

Millennials in the Workplace: Your Solution — Jason Seiden — Fri, 14 Aug 2009 16:15:46 +0000

[...] you solve it? The answer to the first question is not—repeat, not—straightforward. I’ve written about this before. Blaming an issue on people’s birth years is not strategy, it’s [...]

By: Jason Seiden

Jason Seiden — Fri, 22 May 2009 02:45:53 +0000

@Jonathan—The problem I refer to is about managers who are unwilling/unable to GIVE feedback, but who then impute the problem onto Millennials rather than own up to it.

There’s nothing wrong with seeking feedback—it’s how we grow. BUT. Beware: feedback comes in two flavors: direct and indirect. Asking managers point blank for direct feedback can cause unintended, career-limiting side effects. See #10 in this list for why: http://jasonseiden.com/11-ways-to-make-the-least-of-your-career/ Better is to seek indirect feedback in the world around you.

Finally, I don’t doubt that you want feedback, but many people don’t know how to give it. Asking them for it triggers all kinds of questions and concerns in the emotional core of their being that they don’t understand, they’re not comfortable with, and they can’t control. Seek feedback, just be careful how you ask for it!

By: Jonathan Hung

Jonathan Hung — Fri, 22 May 2009 02:14:17 +0000

How do you reconcile
a) Your claim that the “problem” with millennials is that they require constant and direct feedback
b) Your suggestion (in FoundYourCareer) that job seekers should actively seeking out feedback throughout their career search.

And a more serious question: what’s wrong with needing feedback? I’d rather hear it short and often than dumped on at the end, after significant resources are spent creating a deliverable that doesn’t meet the client’s needs. I’m not afraid to stand on my own two feet but the assurance that I’m aligned with the team’s goals and expectations is a jumpstart for my efforts.

By: Lynnm

Lynnm — Thu, 21 May 2009 12:39:10 +0000

Surely some similarities come to your attention when dealing with a certain age group in the workplace, but the best way to work with someone/manage someone is to take them as the individual they are. Just as you said, “the problems with millenials” is a problem point-of-view. Employees can’t be defined just by their age. No one appreciates that. Take the generation ahead of the millenials — the generation before them can focus on their age and say to themselves, “Why should he be my manager? I’ve been here longer and have more wisdom” while the incoming generation may say, “He’s behind the times. I’m much more tech-savvy.” I think people want to be viewed for what they personally can bring to the table and a good manager will take the time to find out the potential of each of his or her employees.

By: Jason Seiden

Jason Seiden — Thu, 21 May 2009 01:38:21 +0000

@GenerationXpert direct and detailed. yes.

@Marie “If you’re not honest and direct, they’ll never have a clue” Apparently, “honest and direct” is a combination people will spend gobs of time and money to avoid.

By: Marie Adams

Marie Adams — Wed, 20 May 2009 23:09:54 +0000

I think the most important thing with Millennials, and anyone else you may be managing, is to be honest and give feedback as often as possible. Young workers always want to know how well they’re doing and how they can improve. If you’re not honest and direct, they’ll never have a clue. You don’t want to turn out like the manager Jason describes in the video. That’s just plain scary.

By: GenerationXpert

GenerationXpert — Wed, 20 May 2009 12:05:58 +0000

Good post. I have found that when working with Millennials you have to be super-duper direct and detailed. And that can be kind of annoying for Xers like me who are accustomed to just figuring things out on our own.