Maintenance Technology May 2016 - (Page 33)
The millennial generation can be a powerful force in the workplace if you take the time
to understand what makes its members tick.
Ryan Avery assigned shapes to the two generations.
FOR MANY, THE MILLENNIAL generation
presents a significant workplace management
challenge and is often labeled lazy and entitled.
Unlike previous generations, this group
approaches things in a very different way. Like
it or not, they are the future. In fact, that future
is now. Millennials currently make up more
than 35% of the workforce and that number
will be just short of 50% by 2020. In other
words, if you're not one, you have to learn to
work with them.
At the Uponor Connections 2016 users
conference, held this past March in Las Vegas,
keynote speaker Ryan Avery (a millennial
himself) in his talk, "Motivating Millennials,"
shed some light on what makes that generation
tick. Uponor North America, headquartered
in Apple Valley, MN, is a manufacturer of PEX
Avery started his talk by making it clear to
the baby boomers in the audience that they
are the reason millennials are the way they
are. Boomers had to work hard to move up
the ladder and didn't want their kids to have
to do the same and now get to work with
the result of that approach. What follows are
more insights from Avery that, if you're a baby
boomer or part of some other generation, will
help you understand and benefit from what
can prove to be a talented group of workers.
-Gary L. Parr, Editorial Director
The triangle represents baby boomers and their hierarchical approach to life and
work. Millennials are the circle because they have a community approach and like
to be coached. They don't appreciate bosses and like to be part of a team. The shape
for GenX people is a square.
While boomers grew up in and work in
an aggressive/demanding culture, millennials do better if things are explained.
They like to know why things are done or need to be done.
When millennials are presented
with a task, they like to start with the result/goal and then be allowed to figure out
how to get there. Established procedures aren't always of interest to them. If they
see a better way, they want the freedom to take that path. That path doesn't always
fit in the conventional 9-to-5 workday.
When communicating with millennials,
stop multitasking-put your phone down and your computer screen aside. This
applies to anyone, but managers should take care to talk to millennials like they
matter. Four of five employees do not feel valued at work. That one valued person
will give 90% more of himself/herself than the other four. Keep in mind that
employees spend more time with managers than their loved ones. Pay attention to
the person opposite you.
Millennials stay at their jobs an average of two years,
meaning that they aren't interested in the conventional end-of-the-year reward/
bonus approach. They are much more receptive to little rewards throughout
the year, such as meals or gift cards. Avery suggested that paying their monthly
Netflix fee would be an excellent reward.
Millennials like a cause,
which translates to the fact that they are more willing to participate if there is a
social responsibility involved. Instead of a bonus, give them money to donate to
their favorite cause or provide days off so they can volunteer to help others.
Instead of smoke breaks,
provide social-media breaks.
They like to collaborate
and don't like to compete.
They are not big fans of the word
"but." Instead of "Good idea, but . . ." try "I like your idea and another way to
accomplish it is . . ." MT
MAINTENANCETECHNOLOGY.COM | 33
Table of Contents for the Digital Edition of Maintenance Technology May 2016
On The Floor
A 40% Production Boost From Reliability
Beck Helps Women Excel In Engineering
Unleash Your Plant's Hidden Potential
Right-Size Your Maintenance Organization
Respect The Cornerstones of Manual Grease Lubrication
Motor Connection Advice
Maximize Millennial Workers
Compressed Air Filtration
Pneumatic Tubing & Hose Specs
Maintenance Technology May 2016