I have a Millennial that just moved out and “grew up”. The way they think and what they want is very different from the other generations.
We need to be in tune with this generation since they are the largest rental population currently!.
1. What’s in it for them?
Often referred to as the “Me” generation, millennials want to know what’s in it for them. Millennials just don’t want to have a job, they want to have a job with an impact.
Knowing what’s in it for them is not the self-serving question it may seem—it’s a question of purpose and being tied to something that they have a real stake in.
“Millennials want to feel like they’re impacting the community—and feel like the company cares, and isn’t just about making a profit. [Businesses need to] communicate the impact that employees are having on a daily basis on their teams, their managers, their CEO, their company, their customers, and the world,” states Dan Schawbel, Partner and Research Director at Future Workplace.
Real Property Management Integrity will focus on the positive points for the millennial renter. What we offer them and what is expected of them when renting thru Real Property Management Integrity will be first and foremost in our communication.
2. Feedback is a two-way street.
Gone are the days of one-way, linear communication from a supervisor to an employee. This top-down approach to communication is no longer effective as a sole messaging approach. To build a strong and satisfied millennial workforce, the art of giving—and receiving—feedback needs to change. Feedback is now a two-way street, and the frequency with which feedback is given needs to increase.
At RPM Integrity, we pride ourselves on communication and focus strongly on this with all our clients.
3. Put good news first.
Previous generations prefer to get the bad news over with first, leaving the good news for the end. The opposite is true when giving millennials feedback.
“Millennials want the positive before the negative. ‘Here are the great things you did on X, and here is some way to make it even better’,” says Schawbel.
And when it comes to positive feedback, the “if everything is going well you won’t hear from me” management approach is not effective. Being proactive with positive feedback is important, and enabling employees to provide this feedback for each other is too.
“When you think about how you feel when you get positive feedback, it makes sense for peer feedback to make you feel great. Your mom is supposed to give you positive feedback, your boss is supposed to give you positive feedback, but when your peer does it, especially when they don’t have to, it feels the best,” says Luijke.
4. Give clear direction and give access.
If you need something done in a specific way, be specific. Confirm mutual understanding. And when the employee does exactly what you’ve directed, give reinforcing positive feedback.
If you’re open to alternative ideas, encourage them. “This is the way we’ve always done it” isn’t a good reason to keep doing it.
Part of what millennials want is to understand pathways to success. Give access, and give clear direction on how to pursue these opportunities. Use stories and mentoring to communicate these directions instead of bulleted lists and context-less content.
When it comes to millennial communication, remember: It’s not bad. It’s not good. It’s different!