Generations Blog

The more time I spend with front-line managers, the more I am convinced that close supervision is the best way to begin the work relationship with those under 25. Now every time I say this to an audience, I get push back from two groups: 1) The managers in the room who say, “Who’s got the time?” 2) The Millennials in the room who accuse me of perpetuating a myth that they’re all dumb, lazy, good-for nuthin’s. But that’s not my point. So let’s get practical here:

 To the Millennials:   No, I am not perpetuating a myth. I am counseling managers and supervisors on the most effective means for getting the productivity they need out of those under 25. Yes, I certainly agree there are many in this age bracket who are hard workers and, in some cases, even super achievers. These are the individuals who will lead their generation and society in general in the coming years. But at the beginning of the employment relationship, managers don’t know which ones they are. No manager I know wants to waste a month waiting to find out if someone is a motivated, resourceful soul, someone who simply fogs the mirror, or someone who is somewhere in between. From a practical point of view, it is better to provide extremely specific expectations and close supervision to start. If a young person complains, the manager can simply say, “prove through your actions that you are a motivated, resourceful soul and I’ll back way off.” Besides, the Millennials who complain about this approach are generally the well-educated, motivated, resourceful ones who are in the programs I conduct. Many are already in professional and even supervisory roles themselves. The problem is they all look alike and say the right things during the interview process. So how are managers to tell?

To the managers: Take the expectations you have now for young front-liners and break them down into specific detail. While the Norstrom approach of “use your best judgment” may have worked with previous generations, you don’t want to wait and see if they possess your ideas about common sense and problem solving. I realize that puts a burden on you to re-think the standard procedures you have using to bring new people on broad. But the investment up front will prevent some of the unpleasant surprises you have when some Millennials just don’t seem to perform. As one college bookstore manager said to me, “Never in a million years did I think I would have to include ‘When the trash bin is full under the counter, empty it’ on a job description for college students.”

Rebuttals anyone?