Navigating the Net Generation at Work

This is an old piece I wrote last year for Americans Empowered, my freelance consultancy.

Generational differences in the workplace can be difficult to navigate. Very often, the Net Generation or Millennials (those born around and between 1981–2004) enter a job and do not share the same assumptions as their supervisors. Likewise, their supervisors and older cohorts are often caught off-guard by these differences. Millennials can seem lazy and unreliable, when, in fact, they have the potential to be our most efficient workers yet. Technology has changed the brain chemistry of the newest generations, giving them the ability to multitask better than any generation before. (This is commonly found in academic research, but if you want to take a quick look check out http://forum.uschamber.com/MillennialsReport.)

The key to working with Millennials, or any generation, is understanding their assumptions and their incentives.

Let’s begin with Millennial assumptions. This generation wants work to help define their image. This means if their company makes a move, politically, socially, or economically, with which they do not agree, they are outta there! They want to contribute to a company whose mission fits their life mission, whose values reflect their values.

Millennials also assume they will receive feedback. This is the most important thing for a manager to remember. Positive feedback, especially, keeps millennials on track and keeps them motivated. If there is no feedback or if it is only negative, millennials will become discouraged and assume they are not satisfying management.




Feedback is also a vital part of incentivizing Millennials. Reward good behavior! But understand this doesn't necessarily mean reward them with money. The best strategy for rewarding Millennials is to trust them. Trust is currency. Micromanagement is so twenty years ago! Giving a Millennial a task and deadline and trusting them to complete it is often the greatest reward you can offer. *Remember to be available and open to questions.


Finally, know that Millennials develop respect for authority figures only after skill and competence is demonstrated. They also expect the workplace to be casual and open; they don’t speak the formal corporate language of past generations.