Not Everyone Gets A Trophy

1. Young workers have high expectations but can be your most high-performing workforce

If you want high performance out of young workers, you better commit to high-maintenance management.

Misconceptions abound. Many managers misunderstand young workers, believing them to be disloyal, lazy, or entitled. In reality, young employees are often eager to prove themselves and work hard, but they have different expectations than previous generations. They seek frequent feedback, meaningful work, and opportunities for growth.

High maintenance, high performance. To bring out the best in young talent, managers must provide:

• Clear expectations and structure
• Regular feedback and guidance
• Opportunities for learning and advancement
• Recognition for their contributions

By investing time and energy into managing young workers effectively, organizations can tap into their potential for innovation, adaptability, and high performance.

2. Recruit strategically and set clear expectations from day one

Do not pretend that the job is going to be more fun than it is; never suggest that a task is within the discretion of a young employee if it isn't; never gloss over details; never let problems slide; and never offer praise and rewards for performance that is not worthy of them.

Diversify sourcing. To attract top young talent:

• Look beyond traditional recruiting channels
• Leverage employee referrals and alumni networks
• Partner with schools and career centers
• Utilize social media and online platforms

Be honest and thorough. During the recruitment process:

• Provide a realistic job preview
• Clearly communicate expectations and challenges
• Highlight growth opportunities and company culture
• Use behavioral interviewing techniques to assess fit

Setting clear expectations from the start helps ensure that new hires are prepared for the realities of the job and reduces the likelihood of early turnover due to mismatched expectations.

3. Provide strong leadership and structure to help young employees thrive

You need to spell out the rules of their workplace in vivid detail so young workers can play that job like a video game: if you want A, you have to do B. If you want C, you have to do D, and so on.

Be highly engaged. Young workers thrive on structure and guidance. Managers should:

• Schedule regular one-on-one meetings
• Provide clear instructions and deadlines
• Offer constructive feedback and recognition
• Help prioritize tasks and set goals

Create a point system. Implement a system that rewards desired behaviors and outcomes:

• Assign points for completing tasks, meeting deadlines, or exceeding expectations
• Tie points to tangible rewards or privileges
• Make the system transparent and fair

This approach taps into young workers' desire for gamification and immediate feedback while reinforcing positive behaviors and performance.

4. Give context and teach workplace citizenship to foster professional growth

Giving the gift of context means explaining that no matter who an individual—any individual—may be, what they want to achieve, or how they want to behave, their role in any situation is determined in large part by factors that have nothing to do with them.

Provide the big picture. Help young workers understand:

• Their role within the organization
• How their work contributes to larger goals
• The importance of workplace relationships and hierarchy

Teach workplace citizenship. Focus on developing:

• Professional communication skills
• Appropriate workplace behavior
• Respect for authority and colleagues
• Understanding of company culture and values

By providing context and teaching workplace citizenship, managers help young employees navigate professional environments more effectively and develop essential soft skills.

5. Focus on customer service to develop valuable skills and mindset

When you are at work, everyone other than you is your customer.

Expand the definition of customer. Teach young workers to treat everyone as a customer:

• Colleagues and managers
• Internal departments and stakeholders
• External clients and partners

Develop customer service skills. Focus on:

• Active listening and empathy
• Problem-solving and conflict resolution
• Professionalism and courtesy
• Adaptability and patience

Emphasizing customer service not only improves workplace relationships but also develops valuable skills that enhance overall job performance and career prospects.

6. Teach self-management skills to boost productivity and judgment

Self-evaluation is the beginning, middle, and end of self-management.

Time management. Help young workers:

• Set priorities and create schedules
• Eliminate time-wasters and distractions
• Use tools like to-do lists and calendars

Critical thinking. Develop skills in:

• Analyzing problems and identifying solutions
• Making informed decisions
• Evaluating outcomes and learning from experiences

Continuous improvement. Encourage:

• Regular self-assessment
• Setting personal development goals
• Seeking feedback and learning opportunities

By teaching these self-management skills, managers empower young workers to take ownership of their work and development, leading to increased productivity and better judgment.

7. Invest in retention by addressing individual needs and rewarding top performers

Start talking with your people about retention on day one and keep talking about it.

Personalize retention efforts. Regularly discuss:

• Career goals and aspirations
• Work-life balance needs
• Learning and development opportunities
• Compensation and benefits expectations

Reward and retain top performers. Provide:

• Competitive compensation and benefits
• Challenging assignments and growth opportunities
• Recognition and appreciation
• Flexibility and work-life balance options

Create upward spirals. When employees struggle:

• Identify the root causes of performance issues
• Provide targeted support and resources
• Break down complex tasks into manageable steps
• Celebrate small wins and progress

By investing in retention from day one and tailoring efforts to individual needs, organizations can build a loyal, high-performing workforce of young talent.

Last updated: November 5, 2024