Managing & Motivating Young Employees - Articles

Managing and motivating younger employees can be one of the most challenging situations a manager faces. How can managers motivate someone in the “younger generation” who has high expectations and may seem unmotivated?

Many managers think it’s impossible to bridge the gap. Others, however, have successfully obtained high performance and loyalty from “Gen Y.” These managers realize that the idea that young people cannot be motivated and do not want to be strong contributors to a company is just a myth.

Don’t get caught in the same trap. You have the potential to turn younger workers into valuable employees. They are technically savvy, energetic, and will rise to the challenge of becoming top performers. Here’s what they wish they could tell their managers:

The Voice of the Younger Generation

“I want to work for a company with a great future.”

Many young employees do not know the “vision” of their top executive or financial manager – most likely because it is not clearly and frequently expressed. A younger employee will not be satisfied to stay with an organization that doesn't communicate leadership direction. Communicate your company's direction with clarity and consistency.

“I want to work for a company that has strong values.”

Members of the younger generation want to work for companies that espouse values in sync with their own. While work and compensation are important to younger workers, never underestimate the importance of values. Your company’s core values should include honesty, integrity, teamwork, respect, customer focus, accountability, excellence, continuous improvement, health and safety, family, commitment, and environmental stewardship. The latter is especially important as an overwhelming majority of young workers have expressed that they will lose respect for a company that doesn’t take sustainability seriously, according to numerous surveys.

“I want a great boss who plays down authority, mentors me, recognizes my talents, and believes in me.“

Just because you are “the boss“ doesn't mean you automatically have the respect of the younger generation. You have to earn it. You earn it by building trust and by playing down authority. Take personal interest in them, mentor them, and display honesty, integrity, and fairness. Continually exhibit every aspect of dynamic leadership. Once a young worker trusts and respects you, he or she will perform for you.

Once you are confident of the competency and quality of their work, tell them you have every confidence in them and you trust them. (Doing so is a very strong motivator.) Then, let them run with the ball. Giving young people the responsibility and authority to accomplish results is one of the most effective ways to obtain the most from them.

“I want to understand how my boss thinks.”

Take time to explain how you think and why you do things the way you do. Just a few short minutes of explanation can make a young employee feel important.

“I want to be accepted and treated exactly the same as every other employee, even if I don't have the same amount of experience.”

Treat young employees the same as your seasoned employees. If you don’t, they will pick up on it immediately. Remind your seasoned employees that younger employees must be treated with the same importance and respect as others and explain why diversity in age groups is beneficial to every team.

”I want to have a voice in the decision-making.”

Young workers enjoy working for companies that have a high level of employee involvement.

“I want great technology and social media access.”

Studies have proven that young employees prefer communication via technology. If you want your younger worker to be able to relate to you, now would be a good time to familiarize yourself with newer technology. Young people grew up with technology and social media.

“I want to be appreciated for my work.”

Younger people want and need approval; they also want to feel a sense of accomplishment. Tell younger workers that you have observed their hard work and how much you appreciate it. No manager can expect high performance from any employee without praise and appreciation.

Managing and motivating the younger generation involves a great deal more. For now, imagine you are a young employee and ask yourself this question: Would you work for you?