Managing Gen Y effectively: the six keys to lead, and motivate Millennial´s to peak performance

Business leaders today are often blindsided when a Gen Y worker up and leave their employment. Often the Millinnial's aka Gen Y (born 1979 – 1999 and 76 billion strong), leave employers and the leadership of the company in a fog on how to hire, retain and maximize this new entrant into the work force. With reducing turnover and maximizing success as a goal of every industry, Gen Y´s exit can create morale, and productivity problems. In other words, they want the perfect boss!

It is important to remember that these adults have been raised with close encounters of the parent kind, and are often referred to by demographers as "The Tethered Generation." Some have grown up with "helicopter parents" – those who "hovered" overhead and paid very close attention to their kids.

What does this mean to you in retaining this member of your staff into your company and teams? Gen Y expects more than just an annual appraisal. Robert Half International recently completed a study and found that 35 percent of the 1000 Gen Y´s surveyed want to communicate with the boss several times a day! They received it from their parents, and they now want the same from their bosses and the leadership of the company.

Solution: Create feedback and communication using the same kind of scale developed for performance reviews. During a project assessment and team management meeting, tell the individual team members how they are doing and also the team as a unit. Another though is to let them evaluate each other and the group as a whole using the same kind of grading system.

The Millennial´s also want the perfect boss to be:

1. Proficient in management skills - – Keep the door open, but set parameters and don´t become a doormat. For example, tell them to bring ideas and specific questions to help move more quickly towards a solution.

2. Pleasant and easy to get along with – Remember they are a highly sociable generation and like being part of a group. Leave egos and arrogance at the door. Let them know you are eager to help them achieve balance between their work and personal obligations

3. Understanding and caring - Give them "spot" reviews frequently, even before a project has completed. They expect way more communication than just an annual review.

4. Flexible and open-minded – They think and brainstorm differently because they have access to a plethora of information via the Internet. Stay open to even the most radical thinking and ask questions and dig deep into what they are thinking. Good news? They think outside the box.

5. Respectful of values and appreciates employees – Walk your talk at all times. Appreciate them by giving them feedback and learn how to appropriately delegate to them through polished leadership techniques.

6. A good communicator – Give them honesty and stay away from "You coulda and you shoulda." Verify that they do want straight talk and no fluff. Two thirds of them surveyed in the Robert Half Survey prefer in-person conversations and only one in five would rather communicate by e-mail.

Turnover is expensive and typically costs three times their salary. Take care to manage all generations well, especially Generation Y. They are the core of your growth and success.

If you would like to receive the Generational Divide Cheat Sheet, email me at Marsha@MarshaPetrieSue.com and visit the blog at www.DecontaminateToxicPeople.com

Marsha Petrie Sue, MBA, CSP - Decontaminator of Toxic People – Professional Speaker and Author

Featured in the New York Times, Business Journal, Investors Business Digest, Legal Management, WorkWise and more. Soon to be featured in Cosmo!

Author of Toxic People: Decontaminate Difficult People at Work without Using Weapons or Duct Tape and The CEO of YOU: Leading Yourself to Success

Bestseller: Barnes and Noble, Amazon, Bookscan and "What Corporate America is Reading" from CEO-Read.