4 Ways to Coach Millennials to Drive Results and Engagement

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If there is one take away from the Presidential Election and all the recent media coverage, we need to “de-polarize” the biggest challenge to your workplace – Millennial Employee and Customer Engagement.  The critical steps for healing the disconnect starts from controlling ourselves. Working on becoming our “best self” by working from the inside out (it all starts from within).

It wasn’t until the first time I spent the day with my dad at launchbox, watching him walk around and engage with the team and the space, that I realized how amazing it feels to create and be a part of a business where I can be 100 percent me (my authentic self) and own it.

In every job, I have ever had before I started launchbox, I played “the game” and suppressed at least a part of who I was for what I thought, or “they” thought, I was supposed to be and do. I found it limiting, and thus my ego flared. I never saw the wisdom in being any other way. Today, I am responsible and accountable to myself for empowering everyone I connect to and with everything I touch.

I get to be the jolter and stimulator, the coach, the mentor, and learner all in one. It does not get better than that.

Does that mean my ego is gone today? Hardly. I’m still (a little) vain and drive an expensive car and love my watch du jour. But I appreciate the relationships I have. I value meaningful connections, making it about others, and the power to create and work with next-gen/millennials to both lead and be led by me and my team, because we are mastering learning to work from the inside out.

I was careless before. Today, I choose to care more. And I’m intense about it, especially when it comes to empower­ment. Unlike others, we don’t just talk about it.  Our system solves the challenge by delivering real and immediate connections between managers and next generation (millennial) leaders and customers.

How?  We customize and facilitate special training events and one-on-one coaching for organizations large and small. We strive to empower people to succeed 24/7 and expect empowerment from them in return—we study it, live it, teach it, technologize it, and love it.

 What are you doing to de-polarize your workplace?  If you are in the majority, you don’t have a plan.  How are you empowering and engaging your employees to be successful? Are they connected, engaged and empowered so you can do your job successfully? When you can answer these questions with a resounding “Yes!” you have empow­ered success by empowering your employees to develop a culture that you can be proud of.

Here are 4 ways used by some of our most successful clients to reinforce empowerment and heal the disconnect in the workplace:

 

  1. Focus on individual growth. Manage each person differently, align tasks with employee competencies, focus on and help employees develop their strengths, and create a system to identify high-potential employees, challenge them, and create growth opportunities.

 

  1. Pave the road by ensuring your millennials have what they need to be successful. Make sure delegation and creating trust are givens, and make them want your job. Make future advancement opportunities transparently available.

 

  1. Give Feedback 365: Now! Always! Do it daily and never stop. Provide and ask for regular feedback on performance. Be specific and listen.

 

  1. Recognize and celebrate in a fun, creative, and interactive team culture that empowers more success and recognition. Do it for short-term wins, individual contributions, and team successes, in a public way.

 

It took a long time for me to truly understand how to put these four pieces together to empower individuals and myself to be better. When it works? It is beautiful. When it doesn’t? It is still fun just trying to do things the right way. Yes, I said fun. This can and should be fun.

Leadership today is never easy. It’s filled with contradictions, just like millennials themselves. We can’t ever reconcile those contradictions so … enable them! Create a culture of disruption and transparent learning—an environment where authentic communication and education also mean calling everyone (yes, yourself included) on their shit.

Get out of your own way and ask yourself: What can I do tomorrow to start doing those four things to empower my culture and employees to suc­ceed – to develop a culture that everyone can be proud of and that empowers everyone (including you) to do their jobs successfully?

If not now when? Let us help you stop chasing relevance and make it happen.  Our CEO and Founder, Dan Negroni, will be in New York at the end of the month on his Millennial Speaking Tour. He is so passionate about this issue; he wants to meet you and hear about your challenges and help solve them on the spot.  For more on the power of relationships, check out Part One of Chasing Relevance: 6 Steps to Understand, Engage, and Maximize Next-Generation Leaders in the Workplace TODAY

 

 

 

Embrace Millennials as the Opportunity they are

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A massive shift is taking place in the workplace and marketplace. Millennials—currently representing 36% of the workforce—will be 75% of your employees and customers by 2025. This change is creating a huge gap. Boomers and Gen Xers grew up with structure. Millennials have grown up with flexibility and the freedom to say what they want, when they want, simply by sending a tweet or a snap. They want feedback 24/7. They collaborate and create influence through network and community. They work way differently than previous generations. This difference is causing what you might label a “problem” in the workplace. There is a clear disconnect between expectations and work style.

But what if you challenged yourself to view this generational gap not as a problem to be solved, but as an opportunity to be embraced? Millennials control $660 billion in spending and will soon be leading the workplace, if they’re not already. Be the solution and embrace this generational “shift”–you can “shift” your perspective on this gap and win the millennial race! Millennials hold a tremendous opportunity for your workplace to excel in the future. Here are 3 millennial “problems” that are actually opportunities to be embraced.

  1. They constantly seek feedback 

    Millennials grew up in an era of instant gratification, so they expect feedback all the time. While this classic millennial trait may seem annoying or ridiculous, it offers you an incredible opportunity to actually communicate and connect. The” problem” isn’t just that they want feedback, they are scared to ask for it and don’t know what to do with it or how to react.

    Use this opportunity to be a mentor and guide for your millennials. Be real, be honest, be a teacher.  Show appreciation when they do a good job, and let them know when they make mistakes and how they can improve. Ask them questions on a regular, weekly basis so you can create a two-way relationship. If they see you, their boss, asking questions, being vulnerable and caring, they will mimic your behavior and develop confidence.Use feedback the way it is intended, as a give and take.

  2. They want flexible or their“perfect” schedule 

    It may seem like a pain to offer a flexible schedule to your millennial employees. You may think, “Why can’t they just work 8 hours straight like I did and not complain about it?” Well, technology has changed the world and millennials can get work done remotely as well as in an office. Millennials tend to seek a perfect work/life balance. By allowing a flexible schedule, you provide your millennials the opportunity to fulfill other activities that make them happy and keep them fulfilled and engaged.

    If your millennials are engaged in the other areas of their life, they will be more inspired to do more great work for your company. By caring about their needs, they are happier, therefore so are your customers and you also create more success of your company.

  3.  They have wild ambitions and ideas

    “They all want to create the next Facebook.” The initial reaction to millennials’ wild ambitions may be that they’re entitled and expect success overnight. But what if you could focus their ambitions within your own company? As a manager, you can motivate your millennials to learn and grow within your company. You can provide opportunities for them to excel, create and innovate…a win-win that would benefit your company. Don’t suppress your millennial worker’s ambitions, but guide them so they can flourish and excel both personally and professionally.

Where one sees trash, another sees treasure. The millennial shift is happening…its inevitable. However, it’s up to YOU how you view it…as an opportunity to be embraced!

 

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Need help understanding, engaging, and retaining your millennial workforce?  Dan Negroni, Author, Speaker, Attorney, Kick butt business consultant, coach, and proud Dad of a few Millennials delivers actionable solutions.  Different from all other millennial experts, Dan’s empowering business approach at Launchbox, creates quick value and seamless connections with millennials and management each on their own terms.   Using unique content and delivery methods that audiences respond to immediately he leverages results from the inside out.   Allow millennials to be your secret weapon and maximize your commitment to them to innovate, create a culture of engagement and grow your businesses today.    To start click here to grab your copy of Chasing Relevance: 6 Steps to Understand, Engage and Maximize Next Generation Leaders in the Workplace or call them at 858.314.9687 for a free Coaching Assessment or visit www.launchbox365.com.

4 Things You Probably Hate about Millennials and Why You’re Probably Wrong

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Listen, the challenge of parenting, educating, training, mentoring, and guiding young people has been around for thousands of years. Consider this quote attributed to Socrates, almost 2,500 years ago:

 

Our youth now love luxury. They have bad manners, contempt for authority; they show disrespect; they contradict their parents, chatter before company; gobble up their food and tyrannize their teachers.

 

“But my millennials are so much more annoying than we ever were.” Got it.

 

Remember, millennials look nothing like the previous generations, and that’s why they annoy you. It’s a lack of understanding of and between different generations. The point is millennials are probably everything and nothing we say about them.

 

  1. Entitled, lazy, and won’t do what they’re told? In a poll of 5,000 workers by Jennifer Deal of the Center for Creative Leadership and Alec Levenson of the University of Southern California, 41% of millennials agreed that “employees should do what their manager tells them, even when they can’t see the reason for it,” compared with 30% of baby boomers and 30 percent of Gen Xers.

 

  1. Aren’t competitive? The Economist cites research by CEB, a consulting firm that polls 90,000 American employees each quarter, that 59% of millennials say competition is what gets them up in the morning much more than the percentage of baby boomers or Gen Xers that say that about competition.

 

  1. Only communicate digitally? That study by Jennifer Deal and Alec Levenson showed that more than 90% of millennials surveyed want face-to-face feedback and career discussions.

 

  1. Jump ship and are not committed for the long term, or really any term? According to the US Bureau of Labor Statistics, the average worker stays at a job 4.4 years, and yes, according to the Future Workplace “Multiple Generations @ Work” survey of 1,189 employees and 150 managers, 91% of millennials expect to stay less than three. But beware of averages: Millennials may find it normal to job-hop faster than any previous generation, but when they find the right opportunity they actually are more loyal than the previous generation. The CEB study showed millennials put future career opportunity among their top five reasons for choosing a job, again ahead of other generations.

 

Simply put, when it comes to millennials, most of us have no idea what to believe or do. So we believe and assume the worst. Until we see this, the most powerful myths or assumptions that we have about millennials will continue to negatively impact our attitudes about, perceptions of, and relationships with them.

 

Get past the
 myths and realize that individual differences are more important than generational ones In the end, most millennials just want what we all should want: challenge, flexibility, purpose, engagement, collaboration, work-life balance, transparency, and authenticity.

 

They want bosses who care, set clear expectations, and are willing to coach—and who understand what they expect and need in the workplace. Are these things so unappealing or are they just not your story?

 

Don’t let generational differences be the problem. Lean in and consider millennials an opportunity to learn, connect, and kick more ass in your business using millennial power.

 

Need help getting started? For more on this, check out Busting Myth in Part Two of Chasing Relevance: 6 Steps to Understand, Engage, and Maximize Next-Generation Leaders in the Workplace TODAY.

 

 

5 Steps to Work from the Inside Out and Create Relevance

Our team was presenting to leaders at one of my largest clients when one of the gentlemen in the back who had been with the company for three decades piped in.

“Look,” he said, “I had to do it this way. They should have to do it this way. They should just shut their mouths and do it the way I did it. I didn’t like my boss for fifteen years and I still did what I was told and…” I listened as “Angry John” went on, getting angrier and angrier as he went. I let him go a bit, and then calmly asked him to slow down and take a breath. And then I let him have it in a kind but direct way.

“How does what you did thirty years ago matter today? How is it relevant to anyone but you?”

He looked at me. He still looked tense. I continued.

“I don’t deny what you went through, but why do you want the same for them? We are talking about the present—today—and what we want to create for the future. What does what you did thirty years ago, when there were no mobile phones and you weren’t getting hundreds of texts a day, have to do with today and tomorrow?”

The room fell silent as Angry John looked at me and said, “I guess not much.”

Good guess.

Let’s be honest: What stands in the way of change are people, and too many leaders don’t include themselves as “people” complicit, let alone responsible for, the gaps between millennials and non-millennials in the workplace. Non-millennials see themselves as above it all. “Millennials are the problem and they should obey my golden rule: I have the gold; I make the rules—if you want my gold you need to follow my rules.”

I agree with that … to a point.

I am not about redistribution of wealth or egalitarian management systems, and I don’t want to change who anyone is. I just want us to create an impact and rethink the rules of the workplace for everyone. I want us all to be the best versions of ourselves, understand what that means, and leverage that to create better workplaces and results, both short and long term.

I’m not saying millennials aren’t complicit in widening this gap. Of course they are, but let’s be honest: What happens to us is principally because of us—all of us. If we want to get the best from our people, if we are to bridge this gap to create powerful relationships that take advantage of all of our strengths, we must accept that things have changed but we have not.

So how do we get started? We work from the inside out.

We must first know, understand, and manage how we are perceived in order to manage others. Trust yourself to be vulnerable, to work on yourself, to relish who you are, and then to share that with the world, and you will create the kind of relationships that deliver value to others and get results.

Simply put, the more you know yourself—truly know and care about yourself—the more you’ll be able to truly know, care about, and connect to the people around you and achieve the relationships you need and want. The good news is only five short steps are required to complete this work.

  1. Understand
the power of RELATIONSHIPS (how you connect)
  2. Know your STRENGTHS (who you are innately)
  3. Recognize your SKILLS, PASSIONS, and VALUES (what you know and what you bring to the world)
  4. Define your PERSONAL BRANDSTAMP (how you want to be perceived in the world)
  5. Develop and deliver your STORY (how you present yourself to the world)

Successfully complete these steps and you will effectively communicate who you really are and articulate your value in order to connect with others on an authentic level to bridge the gap with millennials in the workplace and marketplace.

Need help getting started? Let us help you stop chasing relevance and make it happen. For more on working from the inside out, check out Part One of Chasing Relevance: 6 Steps to Understand, Engage, and Maximize Next-Generation Leaders in the Workplace TODAY.

5 Questions Managers Should Ask Millennials to Connect

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Most Managers are Boomers and Generation X’ers—and most of them don’t understand millennials because they grew up in a world vastly different from them. Because the interests, worldviews and perspectives between generations vary significantly, finding common ground is the dang key to connecting a united, powerful workforce.

Forbes just released an article about how Boomers can network with Millennials and Gen X’ers. We’ve taken their top 5 questions on how to connect and provide our real deal insight into why these questions are effective in bridging the generational gap in the workplace.

  1. How do you most like to spend your time?

Everyone wants a boss who cares. This question helps you immediately open up the possibility for connecting on mutual interest. It also takes the pressure off work and focuses on personal interests and people’s favorite topic: themselves. This question shifts the focus from you to them (in our book we call this WIFThem,), which demonstrates that you have really leaned in to respect them as a grown (&^%) adult and see things from their perspective.

  1. What’s the most important lesson you learned at work?

Again, caring…but more. It helps you coach on how they view their work and what strikes them as important. This question also opens up the opportunity for sharing lessons you’ve learned. What do millennials want more than anything in the workplace? Learning and growing opportunities: we call it capability! Gallup will tell you it equals engagement more than any one thing!

  1. What do you wish you knew at the start of your career?

As Julius Caesar said, “Experience is the teacher of all things.” Millennials, like all of us, are never fully prepared when embarking on an endeavor. Clearly, it’s impossible to know everything when starting out. By opening up the way for millennials to share what they’ve learned, you tell them “I care and I respect you.” It also provides connection currency and then you can share what you’ve learned, which will help them in their careers. You better share funny stories and lessons—that type of vulnerability wins.

  1. How do you think work could be restructured to make it more productive and enjoyable?

This question highlights that you are open and want their input because together you can create a great workplace. It makes you more approachable as a manger or as an experienced worker, a better coach and a leader. After all, the ability to seek feedback and integrate it into your business is what real leadership is about.

 

  1. How do you think you can be most helpful to teammates?

Millennials wan to learn about themselves and how to be effective from day one. Identifying the strengths of each millennial worker, and allowing them to understand their strengths, will help you put them in the best possible position for themselves and your company. For example, a millennial working in the sales department is unhappy and feels she is of minimal value to her team. However, she is savvy and skilled in Adobe and Photoshop. She will be more of an asset to a company’s design or branding department than the sales department. This question helps you effectively place them in an optimal position for the company’s gain and their fit. It helps them provide real value, something they are very concerned about.

So get on it now: Go ask some friggin questions that show you care, respect them and are a coach and mentor those are the connection currency. That will pay off in attraction, retention and engagement.

Chasing Relevance by Dan Negroni

Interested in learning more about bridging the gap between millennials and managers? Here’s your chance! Grab your copy of Chasing Relevance: 6 Steps to Understand, Engage and Maximize Next Generation Leaders in the Workplace!

Start Attracting Millennials like these LinkedIn Top 40 Attractors (Companies) Do…

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LinkedIn recently released its first ever Top Attractor’s list: a list of the 40 most sought after employers in America. Here are the three common themes, which reveal why millennials love to work and buy from these companies.

1.) They are technologically and progressively relevant to the future economy

It’s no surprise to see Google, Facebook and Apple among the top 5 most attractive companies to work for. They played a significant role in the lives of millennials growing up, and continue to do so. “Google” has become a synonym for “search.” Apple, for anything including iPhones and MacBook laptops, and Facebook are used daily among millennials. The remarkable technological abilities, coupled with their relevance to the progression of how our society will advance, make these companies extremely attractive to generation Y.

Airbnb and Uber broke the top 10 also, and these companies are not even 10 years old! Airbnb and Uber have revolutionized the way the world, and millennials, view technology as a means to do business. These companies have disrupted and decentralized the taxi and hotel industry, changing the flow of billions of dollars into the hands of a new shared economy, which is attractive among millennials.

 2.) They stand for something visible and are uniquely differentiated

Salesforce came in at #2, which might seem surprising at first glance. However, Salesforce, whose mission is to help you “connect to your customers in a whole new way,” is transparent about who they are and what they stand for. They have an entire sustainability section on their website, detailing how they are saving the environment (while being tech savvy) through their cloud computing model. A win-win for millennial workers and customers.

Starbucks also broke the top 40, which is no surprise considering they’ve made the World’s Most Ethical Company list the past 10 years in a row. Starbucks is not only an attractive employer to millennials, but also an attractive hangout spot where they can connect by drinking their lattes, talking with friends and getting work done.

3.) They care! About both their employees and customers

A fun brand with generous benefits and great learning potential is the perfect combo that millennials find irresistible. Pandora, coming in at #16, provides various employee recourse groups and gives each employee 40 hours of paid time off to volunteer. McKinsey, coming in at #23, has a “Take Time” program, offering 5-10 weeks each year for employees to pursue interests and passions. Ingrained in these companies is a commitment to the wellbeing, personal growth, development and learning of their employees. Gallup finds that this major perk engages their employees and makes these companies most desirable among millennials.

Box, a tech company coming (#25 on list), offers free lunch and weekly yoga classes. LiveNation, the live event and ticketing company, offers employees the opportunity to attend live sporting games, concerts and festivals, a surefire plus to any millennial. These special perks are great and make it evident these companies aren’t just fixated on work, but that they also integrate fun and wellness into their culture. It’s more than just the freebie when you peel the layers—these perks also communicate, “we care about you and want to help you learn and grow personally and professionally.”

Integrate these 3 themes into your workplace today to attract top millennial talent like linked in’s TOP 40 Attractor’s List today!

 

 

Chasing Relevance by Dan Negroni

Interested in learning more about bridging the gap between millennials and managers? Here’s your chance! Grab your copy of  Chasing Relevance: 6 Steps to Understand, Engage and Maximize Next Generation Leaders in the Workplace.

4 Important Questions You Should Be Asking & the 4 Actions They Will Make You Take to Win the Millennial Race!

“The art and science of asking questions is the source of all knowledge.”

– Thomas Berger

 

The only way to get powerful answers is by asking powerful questions. Deloitte released a brilliant and insightful report about 10 questions you should be asking. We’ve taken 4 of these 10 key questions and shifted the focus on how they relate to your millennial workforce.

1.) What risks are my biases creating?

Every action we take is in accordance with our belief system. The beliefs we hold are much more powerful than we realize. They can cage us in or empower us; they can hold us back or push us forward. If you are biased by the myths that millennials are entitled, lazy, and selfish, could that be affecting your business? Considering that millennials are 60% of the world’s population (and that number is growing fast), this could adversely affect your operations, your relationship with millennial employees and your strategy moving forward.

The Deloitte report reveals, “during periods of great change, at the very moment rationality is needed most, the impulse to act without reason kicks in.” To act impulsively and think from a victim mindset is the easy thing to do. “My millennials don’t work hard. They don’t care at all.” But what if you take a different approach, taking responsibility for your workforce and finding ways to empower and engage them? Seek advice from people in your organization who you can trust, especially millennials themselves. Ask people outside your organization what they think. This will help remove any biases that may be holding your business back from excelling.

ACTION: Ask the Millennial and Manager so you can bridge the gap!

2.) Am I acting decisively when I see change around the corner?

The world is changing, and fast. Technology is altering the way we do business and will continue to do so over the next decade. If you don’t grab innovation by the horns and adapt to current and future trends, you will be left by the wayside. It’s evident that company culture, business ethics, virtual opportunity, and generational gaps are among us. But, as stated elegantly in the Deloitte report, “The problem is not just seeing around the corner. It’s also deciding when to take arms, and then taking them confidently.”

Boom. It’s one thing to notice a problem (or opportunity, depending on how you see it.) It’s another thing to take initiative and act. Three out of four companies do not have a plan in place to adjust to the millennial shift in both the workforce and economy. Great leaders make changes before the changes overcome them. Make sure your organization is equipped and prepared for the rise of millennials.

ACTION: Get a friggin plan together now, appoint a committee, DO SOMETHING TODAY!

3.) What’s your reputation worth, and who owns it?

Reputation is everything. It’s worth more than just dollars, and is measured in a variety of currencies like attention, trust and loyalty. Reputation defines the heart of your business. It reveals what you represent and how you fulfill the promises and expectations of your customers and employees.

We agree with the Deloitte report, which encourages a brand reputation program to help enhance, progress and preserve your reputation and business. “That program should engage employees as corporate ambassadors, constantly look for gaps in what is promised vs. what is delivered, and invest in systems to monitor and track external feedback across stakeholders.” What are you promising your millennial employees? A Deloitte Millennial survey revealed that 44% of millennials rejected a job offer because the company values didn’t match their own.[1] Is your company delivering on its moral values? Make sure you are transparent about who you are and what you stand for.

ACTION: Develop your brand story clearly, create it, be it, live it, live it with relevance. Don’t look back. Be your brand and millennials will make your brand relevant!

4.) Who digs in and challenges the assumptions in my strategy?

Having a devil’s advocate is essential for challenging assumptions, eliminating biases, surfacing blind spots, offering new perspectives and building a resilient strategy. As the old adage says, “If it doesn’t challenge you, it doesn’t change you.” Assumptions can be wrong. By openly discussing strategy and encouraging a devil’s advocate to challenge strategy, you can remove possible flaws and weaknesses as well as adopt new ideas to strengthen your game plan.

The great part about having a diverse workforce is that every person has a unique set of experiences. Therefore, each individual may see a problem or opportunity that only they can see due to his or her perspective. As Alan Alda said, “Begin challenging your own assumptions. Your assumptions are your windows on the world. Scrub them off every once in awhile, or the light won’t come in.”

ACTION: Push yourself now. Engage a millennial to push you and let them. You will be better, stronger and wiser, which will grow your business.

DO SOMETHING NOW: GO GROW YOURSELF!

Chasing Relevance by Dan Negroni

Interested in learning more about bridging the gap between millennials and managers? Here’s your chance! Grab your copy of  Chasing Relevance: 6 Steps to Understand, Engage and Maximize Next Generation Leaders in the Workplace.

 

[1] Yakowicz, Will. “Half of Millennials Would Reject a Work Assignment That Clashed With Their Ethics.” Inc.com. N.p., n.d. Web. 29 June 2016.

Stop Waiting and Start Acting! Bridge the Gap Today

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Seth Godin asked the age-old question in his recent blog post, “But where’s the money?” Oh and boy did it resonate with me. We are the company trying to impact lives by training and coaching relevance with the next generation client and employee. And we are sure that this connection, bridging the gap between youth and experience, is where the magic happens. Yet, companies constantly tell us they don’t have the budget to explore that magic, which will create disruptive results.

Now, we are sure that a disconnect between the generations exists – and that it is very, very big. We also know through client wins that the most unique and lucrative place is where youth and experience combine to create relevant and profitable businesses and solutions. Yet, why does everyone want to wait until they have more money to understand it and maximize their workplace? Seth said it best when he told this story:

“my colleague was talking to the CEO of a fast-growing small business about a partnership opportunity. The CEO said, “well, this is something we believe in, something we want to have happen,” and then he continued, “in fact, it’s something my partners and I want to be able to support in our personal and our corporate lives.” 

Btw, I hear that all day, everyday about people that want or need coaching to move forward, create growth and sales in their business, and to connect with millennial employees and clients. But then they decline just like Seth’s guy:

“he (they) declined, because, times are tough, the company is small, they need all their resources, etc.”

Seth, a brilliant wordsmith, suggests:

“If you aren’t willing to live your values now, when will you start?”

A company that begins with its priorities straight–about how it will keep promises, treat its workers, support causes it believes in–will rarely have trouble becoming the kind of company that does this at scale. But if you put it in a folder marked “later,” it may never happen.”

So, I say DO SOMETHING and make it happen! Do what you have wanted to do, because in the fastest paced world ever, you need to think about moving, disrupting and acting. And who is going to be there to help you or buy from you? Milllennials, a.k.a the next generation. Only 23% of companies have a plan in place to do that. The other 77% do nothing or continue to complain… but how about doing something? How about taking action to create something profitable and positive?

As Seth says:

“So yes, doing the thing that you believe in will get you better employees, better customers and more growth.”

Why? Because it is what you need to do to build your business. The alternative, putting it in a folder to wait for someone else to kick your butt and then try and shift, is not that effective. You don’t need me to tell you that.

Instead, don’t ignore the action you need to take to engage and connect with the next generation of clients and employees who are growing to 75% of the workforce by 2025 and 83 million strong today with $660 billion worth of retail spending power.

Start now with a plan to define your relevance and then go create it. NOW!

Our book get’s you started:

Chasing Relevance by Dan Negroni

Chasing Relevance: 6 Steps to Understand, Engage and Maximize Next-Generation Leaders in the Workplace

3 Ways to Fulfill and Retain Millennial Employees

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Often tagged “the job hopping generation,” it’s a common myth that millennials are disloyal and don’t care about job security. With this viewpoint, why put in the time to train and develop your millennial workforce when they’re going to split in a year or two? From this perspective, it’s pointless. However, by understanding the concerns of millennials and looking at reality through their lens, a few important factors stand out that shatter this myth.

49% of millennials say they would like to stay with an organization for more than 10 years, according to research performed by the Center for Creative Leadership.[1] Many millennials actually crave job security. They grew up during the 2008 recession, witnessing devastating layoffs. They have the highest levels of student debt in history. They’re worried about raising kids or putting down a mortgage due to the possibility of being laid off.

By understanding the concerns of millennials, this job hopping “problem” can be turned into an “opportunity” to engage and fulfill employees for the long run. Here are three ways to help you fulfill and retain millennial employees:

  1. Constantly Communicate and Provide Feedback

Millennials grew up in the digital age of instant gratification and constant connection. Therefore, they’re used to receiving immediate feedback and having an outlet to tweet their opinion at the snap of their fingers. By maintaining relationships with millennials through regularly asking questions and making an effort to understand things from their perspective, feedback becomes conversational, as opposed to being confrontational. This creates an environment where millennials feel that their voice matters and that their opinion is valued.

Another important factor to keep in mind is that millennials want feedback; the problem is they won’t ask for it. Show appreciation regularly. When they make mistakes, let them know in a constructive, teachable manner. By making the effort to make millennials feel understood, valued and an integral part of your company, they will feel more comfortable speaking up. This relationship fosters loyalty and will help fulfill and retain your millennial employees.

2.) Display Advancement Opportunities

Millennials are young. They’re hungry. They’re ambitious. As a manger, you can help them see opportunities to advance and be promoted within the company. Likewise, you can offer lateral growth opportunities, allowing them to become skilled in a variety of fields. This will help your company develop a multi talented, capable millennial workforce that understands how different departments operate. This will breed understanding and insight into how to serve the best interests of your company.

From a retention standpoint, opportunity for growth causes a shift in the mindsets of millennial employees. By openly presenting advancement opportunities, millennials will naturally view their job and career over the long term. A secure, rewarding job with the possibility of advancing and learning new skills is a sure way to create long-term retention with millennial employees. Recognizing the importance of job security and growth opportunity will help attract a stable, loyal workforce.

3.) Allow for Balance and Flexibility

Lack of flexibility was cited among the top reasons millennials quit their jobs, according to surveys performed by Ernst and Young’s Global Generation Research.[2] Millennials see that technology allows them to be productive and get work done regardless of location. However, many older bosses (who didn’t grow up with digital technology) don’t understand this. Multiple surveys show that what millennials want most is where, when and how they work.[3]

By creating a flexible work environment, you can fulfill one of the highest demands of millennials. As long as a flexible, work-life balance doesn’t affect results, it should be embraced. Millennials are more likely to commit to a company long term if it allows for a flexible work-life balance.

Don’t be put off by the myth that millennials are a job-hopping, disloyal bunch. You can view your millennial workforce as a “problem to complain about” or an “opportunity to be embraced.” Through communication and feedback, openly presenting advancement opportunities, and creating a flexible and balanced work schedule, you can fulfill the wants and needs of your millennial workforce, while also creating an atmosphere where they will want to work over a long period of time.

Interested in learning more about bridging the gap between millennials and managers? Make sure to get your hands on Dan Negroni’s new book,  Chasing Relevance: 6 Steps to Understand, Engage and Maximize Next Generation Leaders in the Workplace.

Chasing Relevance by Dan Negroni

 

[1] Deal, Jennifer. “Why the Conventional Wisdom About Job-Hopping Millennials Is Wrong.” WSJ. Dow Jones & Company, Inc., n.d. Web. 22 June 2016.

[2] Schulte, Brigid. “Millennials Want a Work-life Balance. Their Bosses Just Don’t Get Why.” Washington Post. The Washington Post, n.d. Web. 23 June 2016.

[3] Schulte, Brigid. “Millennials Want a Work-life Balance. Their Bosses Just Don’t Get Why.” Washington Post. The Washington Post, n.d. Web. 23 June 2016.

Step Up Your Game, Develop a Personal Brand

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Great branding doesn’t just apply to businesses. In fact, you can develop your own personal brand and jumpstart your career in any industry. But your personal brand isn’t about a good color scheme and font; rather, it involves identifying your strengths, values, and passions and using these attributes to build your professional presence. Here’s how you can create your own personal brand and give your career the boost it needs.

Identify strengths & weaknesses

During interviews, you’re likely asked about your strengths and weaknesses as an employee. But when you’re building your personal brand, you’re digging much deeper than these questions suggest. Identify a few things that you do particularly well. To get yourself started, you can ask yourself the following:

  • During your past successes, what was it that made you so successful?
  • What skill do you find yourself using the most in challenging situations?
  • What are some strengths others have identified in you?

Once you’ve created a list, narrow it down by deciding which skills you would enjoy using on a daily basis. This will help you identify a long-term brand path that will be both successful and enjoyable.

Network

Climbing any career ladder requires a little help. Fortunately, you have a built-in support system with your coworkers and upper management. Start by establishing a mentorship with senior staff, or by helping others around the office with small projects.

You never know who might lend a helping hand, so make connections in unexpected places to build potential in your professional network. If you make a habit of adding value to your work relationships, this will become something you’re known for and word travels fast of helpful, enthusiastic professionals.

Blend personal & professional

A great way to build your personal brand is by getting more involved with extracurricular activities around the office. Is there a party planning committee? Ask to join. You can also create your own social groups, whether you’d like to organize a monthly company outing or a book club among coworkers. This pro-activity and positive attitude will add a richness to your personal brand that will help keep you at the top of your game.

Get noticed

Finding ways to stand out can be difficult, but if you’re charismatic, open-minded, and willing to take advantage of new opportunities, you’ll find yourself getting noticed by your superiors and your coworkers alike. Be careful that you don’t have any traits that can negatively impact your personal brand, whether that’s tardiness, lack of professionalism, or unreliability.

Changes won’t happen overnight, but if you maintain these good habits over a period of years, you’ll successfully build your own personal brand and establish yourself as a person worth working with. Plan for the future with a well-developed, carefully designed personal brand.