By Jennifer Blanchard | HRTools.com Business Writer
Generation Y has entered into the workplace. That’s a widely known fact.
But here’s a lesser-known fact: Most managers have no idea how to communicate with this new generation of employees.
If you want to effectively communicate with your Generation Y employees, here are five words you need to learn:
- Mentor
- Explain
- Solicit
- Respond
- Reveal
Mentor
Generation Y is a life-long education generation. They want to learn as much as they possibly can. They’re always ready for the opportunity to grow and develop.
Also, they don’t want managers. They want mentors.
They want someone in the workplace to guide them and help them grow, develop and be a successful employee.
Cater to this need and you will watch them blossom before your eyes.
Explain
As annoying as it may seem, “because I said so” is not a good enough reason for Generation Y. They don’t want to do anything without first understanding why they are being asked to do it.
In this case, assigning work to a Gen Yer doesn’t really fly. Instead, you need to give them the assignment with an explanation for why it needs to be completed.
Gen Yers want to be part of something. And they want to make sure the work they do is helping the company move toward its goals.
That’s why it’s important for you to explain, rather than just assign.
Solicit
Gen Yers are known for having opinions and voicing them. Take advantage of this!
Ask them for their ideas. Ask them for their feedback. Show them that their opinion matters to you.
Gathering employee ideas can be one of the simplest, yet most effective, ways to add value to your business and your company’s products/services.
And your Generation Y employees will be a lot more loyal to your company if they feel like they are being heard.
So solicit, don’t dictate.
Respond
Generation Yers want guidance. They want someone more experienced than they are to come in and show them the way.
Respond to that need by empowering them and making them feel like they’re part of your company and part of how your company reaches its goals. Listen to what they have to say. Make them part of the decision-making process and part of the creation process.
Never ignore your Gen Yers’ needs. If you do, you will likely lose them to other companies.
Reveal
Generation Yers want feedback. They want to know what they’re doing right and what they’re doing wrong. So reveal it to them.
Set up check-in meetings with your Generation Y employees to make sure they’re on track. Set goals with them so they know what they’re aiming for. Provide continual feedback on their progress, being sure to constructively criticize when necessary.
When you conceal your thoughts and opinions about a Gen Y employee’s behavior (or any employee’s behavior), the employee will have no idea they’re doing anything wrong. Then when it comes time for performance reviews and you tell them they’ve been off-track, you’re going to catch them off-guard and cause them to wonder why you didn’t bring it up sooner.
Gen Yers are very into self-improvement. They want to know how to become better people and better employees. So help them out!
Learning these five words—Mentor, Explain, Solicit, Respond, Reveal—will help you move toward better communication with your Generation Y employees.
To learn even more about these five tips, read the article: Communicating with Twentysomethings by Carmine Gallo.
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