Tips for Millennial Managers

In our last blog, we covered how the future of a workplace looks like. One of the many changes that are disrupting a traditional workplace is having young, confident managers around. Millennials are known to be quick-learners, much quicker than the baby boomers, especially since they were born and brought up in an age of computers and internet. They have had easy access to information throughout their lives, which is a key reason behind their agility.

While the rise of millennial managers can be perceived as a worrying trend by the retiring boomers, the underlying reason behind quick promotions of millennials is their high calibre and propensity to leverage on new technological advancements. Such traits are valuable in any organisation that wishes to keep growing.

Young managers are facing challenges in managing multi-generational teams. Older employees are often reluctant to be directed or supervised by a younger generation. Such attitude problems could severely affect productivity in any organisation.

Here are some of the most frequent issues arising in modern workplaces when older employees are made to report to young managers:

Low Credibility

A very common issue with young managers is that their older subordinates often question their credibility to propose ideas and make decisions. For years, organisations have been run by managers who have made decisions based on their years of experience and in-depth knowledge. Millennials assuming managerial positions are not always trusted and respected.

Lack of Experience

It is true that most millennial managers would not be armed with the experience that any manager from the previous generations possessed. This could result in a shortfall of a much-needed strategic perspective in an organisation.

Role Model Status

Young Managers are not always perceived as role models due to lack of experience. This makes it difficult for older employees to take them or their decisions seriously.

Modern organisations have a massive responsibility to put a structure together to help young managers and older employees work together and succeed in their jobs. There also needs to be a greater focus on training millennials on essential skills like building business relationships and increase self-awareness. Every organisation eventually would have to hire young managers as older generations start retiring. The future of work relies heavily on both sides accommodating with each others’ differences and work towards common goals.