Winter 2018 Millennials, continued
Create a climate where generational diversity is embraced and valued. Focus on the strengths of Millennials while helping them improve in areas of weaknesses. When they feel valued as an individual, they will feel connected and may, in fact, stay longer.
Millennials need character development. Lead by ethical example and explain WHY to everything. Millennials want meaningful work and purpose. They are not afraid to question authority. “Blind obedience” is no longer relevant to Millennials. They need to understand why and how they fit into the bigger picture. This may present itself as challeng- ing a leader’s authority that grew up with answers like “Because I said so”. Millennials have grown into adults who have seen and heard many people choose unethical behaviors to “get ahead”. As a whole, they are less trusting. Re- member, they were told they could do and be anything they wanted. They have since realized this was a fallacy. For- give them if they question a bit.
Communicate more often. Give feedback, hold accountable, and micromanage at first. Millennials are so used to be- ing praised just for “showing up”. Don’t forget to tell them the truth. We cannot undue generational change because it is inevitable, however today’s leaders must become creative “Bridge Builders”. The current generational gaps require a new way of thinking, raising the bar for not only the millen- nials in the workforce but also their leaders.
Bridge the gap; Recognize the way Millennials learn and change the way Leaders teach and mentor the next genera- tion of leaders. Help Millennials face and balance their expectations with the realities they will face on the job. They may need guidance and encouragement when faced with the real world of adult responsibilities and the “grunt work” involved when compared to the life they have lead with technology’s speed and convenience. “To reach them, we must start where they are. Effective teachers and leaders start where the listener lives.” (Elmore, 2013)
References and links for further research:
https://www.powerdms.com/blog/millennials-in-law-enforcement-recruiting-training-supervising/ https://www.forbes.com/sites/sarahlandrum/2017/11/10/millennials-arent-afraid-to-change-jobs-and-heres-why/ #21848e1619a5
https://www.policefoundation.org/recruiting-selecting-and-retaining-law-enforcement-officers/ https://www.edsurge.com/news/2017-07-20-how-many-times-will-people-change-jobs-the-myth-of-the-endlessly-job -hopping-millennial
http://news.gallup.com/businessjournal/191459/millennials-job-hopping-generation.aspx http://www.businessinsider.com/how-millennials-gen-x-and-boomers-shape-the-workplace-2013-9 Elmore, T. (2013). “Managing the toughest generation”
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