Did you see what she wore to work today? This is a corporation, not a club! How does he not know to bring a notebook and a pen to a meeting? What would make her think it was okay to party with the clients until three in the morning? Did you know his mother called HR to find out when he would be getting a raise?
If you have new hires fresh out of school in your workplace, some of that may have a familiar ring. The source of these common surprises associated with new Millennial employees most likely has to do with training (or the lack of training) related to workplace expectations. As someone with more experience than the people you hire, you have a responsibility to get them off to a good start.
Following these three steps can short circuit many of the problems people encounter when they start working with new hires — especially those from the so-called Millennial generation.
Step One: Understand Them
Millennials are different from those who have come before them. If they borrowed money for school, they may already owe as much as what amounts to a mortgage. That doesn’t mean they are clueless, but their circumstances are probably very different from yours at the same age. Assume nothing.
Next, understand that they grew up surrounded by technology and in an era of instant answers. You may have had an Atari or Nintendo, but it is not the same. They had and still have Google. They are used to being able to find information quickly. Raised in an era of parents as friends and instant answers, many have no problem questioning authority. In the workplace, you may see a new hire ask questions and interact with senior leaders in ways you do not expect.
Longevity in an organization is another difference of this generation. Years ago, it was a major taboo to “job jump” or have gaps on a résumé. Millennials will gladly take six months off to go hiking on the Appalachian Trail or volunteering overseas. Instead of pretending that Millennials will be part of your team for a decade or more, look for ways to make the most of the time you have together.
Step Two: Spell out Everything
Assume nothing. Take workplace dress, for example. There was a time not too long ago when women wore hose to work and wouldn’t consider crossing the office threshold in open-toed shoes. That was then. These days, if you offer no guidance, some will cross the threshold in footwear you would not wear outside your house. You need to tell people that contrary to what they may see online or in a magazine, the flip-flop is not the new Ferragamo.
Once you’ve thought about the basics, you’ll need to anticipate the times "on the job” when the new hire will interact with people outside your organization. Is the new hire attending a client function with you? If so, it makes sense to review your expectations before you head out the door. Whereas most people might do fine on their own, that’s not the point. If you expect a certain set of behaviors, you need to make clear what they are.
Step Three: Use Praise Often
Another difference between Millennials and other generations is how they view praise. Millennials expect feedback larded with praise whether merited or not.
To get the most out of Millennials, you must learn how to give feedback more often. A word of caution: Millennials know when they are being patronized just as well as the next person, so choose your words wisely. It is time-consuming, but if you put in the effort, you will probably see more of what you want to see.
Do not rely solely on feedback on the fly. The reality is that it is easy to get busy. Make the time to have structured conversations with your new hires about their development. Regularly scheduled one-on-one meetings will ultimately benefit the new hire, the organization, and you.
Kate Zabriskie is president of Business Training Works Inc. (www.businesstrainingworks.com), a Maryland-based talent development firm.
