{"id":325,"date":"2019-09-01T17:27:25","date_gmt":"2019-09-01T17:27:25","guid":{"rendered":"https:\/\/blog.ims-online.com\/?p=325"},"modified":"2019-09-01T17:32:30","modified_gmt":"2019-09-01T17:32:30","slug":"generation-y","status":"publish","type":"post","link":"https:\/\/blog.ims-online.com\/index.php\/2019\/09\/01\/generation-y\/","title":{"rendered":"PREPARING GENERATION Y FOR THE FUTURE"},"content":{"rendered":"\n<p>It\u2019s only a matter of time. The leading edge of the Millennial\ngeneration, now in its late 30s, is&nbsp;loading up&nbsp;the ranks of\nmanagement. Over the next 20 years, Generation Y supervisors and managers will\nsteadily replace Baby Boomers and Gen Xers at supervisory levels, including the\nexecutive suite.&nbsp;But are they ready for big roles?<\/p>\n\n\n\n<p>The good\nnews is that, for the most part, Millennials are excited about having the\nopportunity to manage and lead. As a group, Millennials are believed to be\nconfident, ambitious, skilled and well-educated. They expect to do well in\ntheir careers and strive for an opportunity to&nbsp;exhibit their skills.<\/p>\n\n\n\n<h2>The Challenges Facing Gen Y Managers\u00a0<\/h2>\n\n\n\n<p>The first problem facing newly appointed Millennial supervisors may be\nthe \u201cperception gap\u201d that exists between Generation Y and older generations. Older\nworkers may suspect their Millennial supervisors lack the work ethic that got\ntheir predecessors promoted.<\/p>\n\n\n\n<p>Millennial\nmanagers may also harbor certain stereotypes. They may view their older workers\nas stuck in their ways, staunch in their beliefs and late (perhaps hesitant)\nadopters of technology.&nbsp;&nbsp;<\/p>\n\n\n\n<p>Of\ncourse, these perceptions are generalizations. They may not be fair to individual\nworkers and could interfere with Generation Y\u2019s abilities to build trust and\nthe older generations\u2019 abilities to succeed&nbsp;under new, younger\nmanagement.&nbsp;<\/p>\n\n\n\n<p>Millennials\nmay also tend to underestimate their older employee\u2019s skills, knowledge and\ncontributions to the workplace. With less tenure in the company, they may not\nalways be aware of the organization&#8217;s history, traditions and cultural expectations.&nbsp;&nbsp;<\/p>\n\n\n\n<h2>Collaboration styles<\/h2>\n\n\n\n<p>Millennials\nare widely regarded as having a collaborative style of communication and\nteamwork. Unfortunately, Baby Boomers and Gen Xers may not have always had the\npleasure of working for collaborative supervisors. After decades of management\nand organizational development, \u201ctop down,\u201d formal styles of management are\nmore familiar to many older workers.&nbsp;Employees who are accustomed\nto&nbsp;explicit direction&nbsp;may not respond well to supervisors&nbsp;who\nsolicit input and give employees autonomy.&nbsp;&nbsp;<\/p>\n\n\n\n<p>There is\nalso a risk that a Generation Y\u2019s relationship with members of their own\ngeneration may suffer when they receive an appointment to management. This\nisn&#8217;t&nbsp;strictly&nbsp;a generational dilemma. Workers elevated in the ranks\noften find their former coworkers regard them as friends rather than superiors.\nThis can become problematic when supervisors must give corrective feedback to an\nemployee who remains a friend. It can be difficult to maintain the balance\nbetween being a good friend and an effective leader.&nbsp;<\/p>\n\n\n\n<h2>Supervisory Strategies\u00a0for\u00a0Millennial Managers\u00a0<\/h2>\n\n\n\n<p>Most\nsuccessful supervisors are made and not born. By implementing strategies for\ntaking charge of the work team and building trust and respect, new Generation Y\nsupervisors can be sure to get their management careers off on the right\nfoot.&nbsp;<\/p>\n\n\n\n<h3>Establish Two-Way Communication and Build Trust&nbsp;<\/h3>\n\n\n\n<p>A great\nfirst step for a new millennial supervisor is to conduct one-on-one discussions\nwith each of their employees. This time should be used to become acquainted (as\nneeded), discuss the employee\u2019s expectations and review the team\u2019s goals. This\nis the best way to prevent future communication breakdowns and the best way to\nbegin establishing trust with each employee.&nbsp;<\/p>\n\n\n\n<h3>Establish Expectations&nbsp;<\/h3>\n\n\n\n<p>Most\nemployees are anxious to find out what their new supervisor expects from them\nas a team, as well individually. While it may not be necessary to establish new\noffice rules, it may be best for new supervisors to review existing policies.\nThis is a good time to clarify expectations, explain one\u2019s management style and\ndetermine communication and coaching preferences.&nbsp;<\/p>\n\n\n\n<h3>Celebrate Successes&nbsp;<\/h3>\n\n\n\n<p>Ultimately, a team supervisor is responsible for ensuring that their\nteam is successful in meeting the company\u2019s goals. This also means that\nsupervisors should&nbsp;provide positive feedback in addition to constructive\nfeedback. &nbsp;By celebrating team and\nindividual successes, newer supervisors can gain leadership status and\ncredibility with employees.&nbsp;<\/p>\n\n\n\n<h2>Leaders of the Future\u00a0<\/h2>\n\n\n\n<p>There certainly are many other tasks, functions and skills that supervisors\u00a0should\u00a0learn if they plan\u00a0on\u00a0long careers\u00a0in management. Will these Generation Y managers confidently take the reins and lead their organizations to greater levels of success? Or will they crash and burn? Perhaps only time\u00a0will\u00a0tell, but there\u2019s good reason to hope for the best.\u00a0<\/p>\n\n\n\n<h2>About Dr. Jan Ferri-Reed<\/h2>\n\n\n\n<p>Dr. Jan Ferri-Reed is a seasoned consultant and President of KEYGroup\u00ae, a 33-year international speaking, training and assessment firm. She is co-author of\u00a0<em><a href=\"https:\/\/www.amazon.com\/Keeping-Millennials-Companies-Billions-Generation\/dp\/0470438517\/ref=sr_1_1?keywords=Keeping+the+Millennials%3A+Why+Companies+are+Losing+Billions+in+Turnover+to+This+Generation+and+What+To+Do+About+It&amp;qid=1567359106&amp;s=books&amp;sr=1-1\">Keeping the Millennials: Why Companies are Losing Billions in Turnover to This Generation and What To Do About It<\/a><\/em>, and author of\u00a0<em><a href=\"https:\/\/www.amazon.com\/Millennials-2-0-Empowering-Generation-Y\/dp\/096544659X\">Millennials 2.0 &#8211; Empowering Generation Y<\/a><\/em>.\u00a0 Jan will be presenting her program at IMS New York in December. <a href=\"https:\/\/ims-online.com\/faculty\/Dr.-Jan-Ferri-Reed\/168\">Learn more about Dr. Ferri-Reed.<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Will Generation Y managers confidently take the reins and lead their organizations to greater levels of success? Or will they crash and burn?<span class=\"more-link\"><a href=\"https:\/\/blog.ims-online.com\/index.php\/2019\/09\/01\/generation-y\/\">Continue Reading<\/a><\/span><\/p>\n","protected":false},"author":11,"featured_media":280,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":[],"categories":[63,19,94,98,67,99,34],"tags":[103,22,100,102,101,69],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v18.4.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>PREPARING GENERATION Y FOR THE FUTURE<\/title>\n<meta name=\"description\" content=\"Will Generation Y managers confidently take the reins and lead their organizations to greater levels of success? 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