Your company's Vice President of Human Resources has approached your team for assistance in recruiting and developing your organization's future leaders. Sixty percent of your company consists of mill

Formulating Leadership Part I

Formulating Leadership

The best practices that the team can cultivate to enhance the number of millennial leaders is to show amounts, show what the outcome will be. Millennials are more motivated by incentives that may come in the form of personal growth, corporate ladder climbing, and perks. The best practices for fair promotions of millennials to leadership positions will be based on standards. The organization will have fixed specifications against which it will evaluate the productivity and worthiness of employees to the organization. It is estimated that approximately 5% of leadership in this organization will exit their leadership positions in the next two years because of natural attrition. This means that leadership vacancies will be available and will need to be filled for enhanced performance and success. Since the millennials make up sixty percent of the organization, it is essential to have more of them in a leadership position to create a balance in the organization's leadership and prepare them for the future.  Employers could set up a program that allows them to rotate in jobs, if applicable, getting experience in various departments. Work from home opportunity is also a great way to capture an employee. Motivation could spur in the form of a mentorship program that allows them to see the behind the scenes workings of moving the company forward. Employers shut down new ideas often when, in fact, your millennial employees can contribute to keeping your company abreast by offering forward-thinking ideas. Millennials are social media generation. They are the new building block of businesses. The millennials have unique skills that the older generations do not. For example, millennials know more about technology than the older generation, which gives them an advantage. If the millennials are using the technology to generate business, that is another reason they should be considered leaders. The millennials are driven, hard workers who use their resources to help businesses. Their habits, ways of thinking, and influences come from platforms like Facebook, Instagram, and Snap-chat. Lastly, investing in any employee will usually offer a spark in motivation to do the best work. Bonuses, moving expenses, medical coverage, daycare facilities, discounts with other brands, and school reimbursements are all ways to entice your employees with corporate perks.

Explaining to senior management why they should have more millennials in leadership positions within the organization by letting them know that I understand that they are negative reasons not to have millennials on the team. With those negatives, some positives could help the company out in the long run. For instance, their influence on other millennials is more significant than those who are not in that generation. They bring youthfulness and newness to the company, which could allow for different perspectives for keeping the business in the public eye. Also, with the youthfulness comes an increase of knowledge with technical problems. We see things like this on a daily bases where an older generation goes to their grandchild to show them how to navigate through their cell phone or how to conduct web meetings so that they can speak with other family members that are long distance.  Younger employees for the most part, were not part of how past norms were set into place. They tend to look at processes in a more skeptical and objectively.

Although, at first, you being in senior management, you may have a sense of micromanaging to make sure that they are performing the job adequately, they will show that they have the capability to grasp things quicker than the older generation. Of course, this comes with the proper and adequate training necessary to perform the job efficiently and effectively. Furthermore, according to Fries, K. (2018), millennials want to be able to work in a leadership position with other leaders who value their feedback. With this feedback, they can collaborate on some ideas to further increase the profits of the company. Employees should promote based on performance appraisal where their performance is evaluated, and those who perform beyond expectations are advanced to the next rank. Also, recognition for a job well done will keep your employees on the forward track. Allowing them to be acknowledged in front of their peers and executives creates positive reinforcement.

References

Fries, K. (January 18, 2018). 7 Ways Millennials are Changing Traditional Leadership. Para. 8. Millennials value leaders who seek feedback from all employees. Retrieved from: https://forbes.com

Hughes, R. (2020). Leadership: Enhancing the Lessons of Experience. Leader development. Chapter 3. Retrieved from Phoenix.vitalsource.com eBook.

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