Are younger generations a challenge to overcome—or a powerful asset to unleash? Perspective is everything. Mark’s article, “There Are Only 2 Ways To View Millennials And Gen Z,” published at Forbes.com on October 29, 2019.

Today’s younger generations get a lot of bad press. In general, Millennials and Generation-Z are painted as entitled, self-focused, unmotivated, and all-around disappointing. This unflattering image has reached into the realm of employment, where managers bemoan the lackluster performance of what is now the largest generational cohort in the American workforce.

Due to differing worldviews, values, and work strategies, older-gen managers often find themselves viewing their younger workers as challenges to be solved. The idea that these same workers may, in actuality, be a tremendous asset to be unleashed hasn’t even crossed their minds.

However, the negative stereotypes surrounding today’s young people are far from the whole story. The Why Generation—comprised of Millennials and Gen-Z due to their inquisitive nature—is bursting with untapped promise. They’re smart, talented, and utterly tenacious in pursuing goals that they find personally compelling. They are the workforce of the future.

Transforming the expectation

Speaking as a Baby Boomer, I can confidently state that my Millennial employees are among the company’s most valuable assets. They’re innovative, they’re naturally conversant in technological solutions, and they’re always eager to upgrade their skills. But I didn’t always think so. Here are three strategies I’ve used to transform my own mindset about what younger employees can achieve.

• Get to the bottom of your perspective. If you find younger workers challenging, why exactly is that? Are they truly underperforming or are they just doing things differently than you would? Underperformance should be addressed constructively, not from a place of frustration. But if it’s just a matter of different work styles, maybe it’s time to let go of how things “should” be done. Who knows…younger workers may in fact have found a better way.
• Adjust your expectations. People tend to meet the expectations placed on them, whether high or low. The more you expect, the more they will deliver, if given the right tools and support. Just remember that your particular method may not be the only right way. Raising your expectations doesn’t mean attempting to clone younger workers to resemble their older counterparts more closely.
• Hand them a challenge—and walk away. When is the last time you took a problem to a team of Millennial and Gen-Z employees and let them figure out a solution? Do you have that kind of trust in your younger workers? Or do you tend to leave them out of the problem-solving stage and only involve them in implementing the solution? Young people are a resource, full of fresh ideas for old processes and problems. And the more they contribute, the more connected they feel to the overall vision and destination of the organization.

The biggest challenge in navigating the new multigenerational workforce is not younger workers. Rather, it’s overcoming the negative perspective that can stifle these employees’ creativity and potential. Though the ultimate cost is hard to quantify, morale, productivity, and retention can all suffer when a cohort of workers is consistently seen as a problem rather than a promise.

So what’s your perspective on Millennials and Gen-Z? A challenge to overcome—or a tremendous asset to unleash?

Read at Forbes.com

About The Author

Mark Perna

Mark C. Perna is an international speaker and bestselling author. He also serves as CEO of TFS Results, a strategic consulting firm at the forefront of the national paradigm shift in education and workforce development.

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