Giving feedback to Millennial employees
The Millennial Generation (born 1980-1999), sometimes also called Generation Y, has been raised in an atmosphere of high expectations, plenty of feedback and heaps of praise. They have received feedback on class assignments at each stage of development and are used to getting support throughout the completion of tasks and projects. Many observers consider them to be spoilt and unrealistic in their job expectations. They complain that millennial show up late, leave early, refuse overtime, and expect to be promoted without “paying their dues.”
However one cannot just neglect the fact that millennial are the people who will be transforming the workplace over the next few years. Employees must understand that it is about either adapting to the challenge of managing millennial or take the risk of high employee turnover and decreased productivity.
The challenge of managing millennial in terms of giving feedback can be executed well if one takes care of the following:
1. Be specific in communication
The common and the most critical problem are rooted in miscommunication. Providing employee with lots of corrective feedback in order to get employees on the right track can sometimes be misinterpreted. For example – “Good job” can be overshadowed in the employee’s mind by the most frequent criticism received without a direction of how thing can be improved.
2. Understand the employee
Feedback will never work if it doesn’t penetrate the layers of expectations and sensitivity surrounding the millennial. A manager should take care of the sensitive and critical areas that can affect employee in a negative way. Knowing the personality of the feedback receiver is very critical.
3. Explain the problems
Instead of just labeling things, make an effort to convey the actual problem and help the employee on how he can overcome the issue. By just saying that your behavior is “unacceptable” won’t work, explaining him how it is affecting the organization will.
4. Involve the employee into the solution
Feedback can be very effective if you avoid being directive and make the feedback session an interactive one. A manager can start the conversation by asking the employee – How will you rate yourself in terms of the performance you deliver? Or what do you think you can do differently? This can make the employee more comfortable and more eager to attend the feedback session.
5. Set a follow-up expectation
Guide the employee on the areas that needs improvement and set a due date for review. Stick to that follow-up schedule and make sure you acknowledge the improved performance.
Millennial are far more familiar with the praises and positive reinforcements over criticism and negative feedback. Corrective feedback may actually raise their defense which will lead them to “tune out”. “Crack the millennial code” by giving the feedback that covers the area of improvement while building on the strengths.
Example:-
“I’m very happy with many of the things that you’ve been doing, such as (give examples). However, if you improve (the problem behavior) it will be good for you and for the organization. I understand what you intended, but if you make these changes you’ll be more successful. However, if you don’t make the changes there will be consequences (give examples). What are you willing to commit to? Let’s agree to review progress on the changes that you committed to make by (set a date).
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