In order to give an opinion based on something more than the experience of being a millennial leading a team of millennials, I interviewed 20 young people who are not part of my current team of work, with experience as a CM at some point in their careers and coming from different contexts and companies to learn directly from the source: How to deal with a Millennial CM at work and on a daily basis?
What do you look for in your job?
They seek to have structure and leadership (of course, they will not express it in these words), but feedback on their performance, positive or negative, will be vital for their development and in most cases appreciated. It gives them an outside perspective on what they are doing right and removes uncertainty about what they may be doing wrong.
They need their ideas to be heard, not accepted unconditionally as if they were oracles of the modern world, but they are certainly willing to debate with their teammates and even bosses, their perspective on how to solve everyday problems or how to go out and conquer the digital world.
The millennial CM lives in a dynamic world, full of graphic impulses and stimuli that fill his mind with infinite possibilities. If his work environment does not reflect dynamism, you will undoubtedly not have him on your team for long. Looking for achievable challenges that motivate your daily life is a stimulus that will lead you to work with a purpose and give extra to seek to achieve the objective. If there is something that millennials love more than coffee, it is meeting goals.
Every member of this generation needs certainty about the importance of their work. Knowing that your daily activity provides value to your environment and your career will be a key factor when job opportunities present themselves and it is time to make a decision between staying in your current job or seeking new challenges.
An entertaining job, full of challenges and exceptional leadership will not be enough to avoid rotation in digital teams made up of millennials. Providing a career project is necessary and key to prevent them from looking in another company for what their current position does not offer.
It is not about salary increases and countless words that make up the title of your position, but rather offering opportunities to grow as a professional by promoting your intellect and of course your pocketbook . Offering incentives such as training, congresses, conferences and international projects, as well as professional education such as diplomas and master's degrees, will help to promote the growth and comprehensive development of employees in corporate structures limited by the size of the corporation or work area. digital equipment.
These simple tips, obtained from talking to millennials active in the workplace in our country, reflect needs that go beyond the “home office” or the “coffee brake.” Any leader who tries to cover these needs to the best of their ability will be rewarded with a motivated, active team, and above all aware of the value that their employer is providing.
