How to Successfully Manage and Motivate Your Young Employees

“Generation Y” – this is the term used to describe the new breed of young employees born between the years 1981 and 1995. Any of your workers in their 20’s to early 30’s fit the bill and, according to experts, they expect to be paid more, have more flexible hours, be promoted within a year, have more vacation time and have access to the latest and greatest technology. You’re probably thinking: why would I want to hire someone like that?!

Well, apart from these theoretical demands, Generation Y workers are ambitious, energetic and well educated and, let’s not forget the most important point – they’re the face of the business world tomorrow. For your business to stick around, you need to keep up with the times. Accept and use the ‘attributes’ of this new generation to your advantage. Hire fresh, new talent and work with them to see your company benefit. First, let’s take a look at what some experts and employers have noted to be “typical personality traits” of young employees.

Stereotypical or not…

Here are the (vastly over-generalized) characteristics of young employees:

They come packaged with an inordinate amount of energy, drive, enthusiasm, creativity…and an extra dose of ‘attitude’
They are skilled multitaskers and adapt well to rapid change
They don’t like being criticized
They are rebellious by nature: they grew up disagreeing with their parents and authority figures … and they may show the same hostile attitude to their employers
They are concerned with their career progression and want a manager who helps them get head
They thrive in a supportive environment
They want to be coached and applauded for a job well done
They are easily dissatisfied and can be restless
They’re not especially loyal and may view their job as just a minor stepping stone in their career path
They want to be independent but they also want your guidance
They are confrontational – mainly believe they believe their views and opinions are important and they’re not afraid to express them
They need feedback and attention
They are eager to take on new challenges

What you need to do to successfully manage and motivate your young employees:

For the first time ever, employers have to find a way to balance a huge generational gap in their workforce. It’s not uncommon, especially in construction and trades, to find 20 year olds working – and sometimes managing – 60 year olds. Generational differences as significant as this can spell disaster for employers.

The good news is: owners/managers who change their working environment to better accommodate the needs of older generations and today’s young workers are more successful at retaining the right employees, boosting productivity and increasing profit.

Hires right out of school are eager, energetic and ready to take on new challenges. Most have the ambition and drive to see their careers expand and grow. So in order to keep new generation workers on board, you need to provide the right environment, which may involve making changes to your company, including the way you manage and operate your business.

Provide constant feedback –

Clearly define your employee’s role from the beginning. Make sure they understand what the position entails, what is expected of them on a day to day basis, and the business principles and values your business operates under. Young employees feed off of instructions and guidance. They want to know that they are living up to your expectations and that they are meeting your standards.
As noted above, young employees aren’t keen on criticism, but as we all know, constructive criticism is a necessary part of life. Try delivering a positive comment with a negative one. Tell your field laborer you appreciate their quick follow-through and their productivity, but they need to pay closer attention to detail.
Provide extra structure for your young employees. It may require more of a time commitment in the beginning, but with the proper attention and a little guidance, they should be up and on their own two feet in no time. Give agendas, scheduled work hours, assignments and deadlines, and regular reports.

Motivate –

Young employees are easily dissatisfied, they want to express their creative side and they need the opportunity to spread their wings. Give them interesting projects. Delegate more authority to them to satisfy their desire for more power and control. They need to see that their efforts are of value.
Read our tips on getting your employees to think more like business owners (http://www.lmnblog.com/lmn/2010/thinking-like-owners-understanding-the-big-picture/)

Create and promote a positive environment –

Your work environment needs to be fun and motivating for your young employees to want to stay onboard. Today’s employees are looking to make friends with their coworkers and are not interested in working in an environment that is overly-strict and formal.
Organize company social events
Take your employees out to lunch
Encourage humor and socialization

Be a teacher –

Today’s young employees want to learn, especially from you, the boss. Provide leadership, valuable feedback and guidance to keep your young employees enthusiastic about their work and their future with your company.
Lead by example
Take them under your wing and spend time coaching and assisting them
Show your employee that you are investing in their career
Explain why certain skills are essential for their future
If you take the time to guide them, they’re more likely to stay longer at your company

Strive for a work/life balance –

Young people are usually involved in a lot of “after work” activities and their social life is at an all-time high. To retain your young employees, you need to allow them to have a good balance between work and personal life.
Show your support for personal situations – like friend/family events, holidays, recreational activities, etc.

Reward and recognize exceptional behavior.

Young employees want to know their efforts are appreciated
Recognize and reward outstanding work and goal achievements
Implement a pay system or bonus system that rewards your superstars

Landscape Management Network (www.landscapemanagementnetwork.com) is an online business management tool built for contractors. LMN members share incredible tools and resources for building a profitable plans and goals, training superstar people, and implementing systems that improve productivity and profit.