Some of the most important changes we are seeing in generational shifts are the priorities of millennial bosses. Millennials are defined as people born between the years of 1981-1996. Coming right behind them is Generation Z, many of whom are just entering the workforce, born between 1995 and 2010.
According to a recent survey of millennial leaders, these managers strive to create a positive work culture, strong relationships and care about the entire employee not just the professional aspect of an employee.
In addition to wanting to make a positive impact in the world, our millennial generation also wants to provide a service and product that enriches the lives of customers and affects positive social change.
With this in mind, have we prepared our potential and current leaders for today as well as for tomorrow?
Gallup has told us the top two reasons employees are promoted to a management position is due to:
1. Individual success in a prior non-management role
2. Tenure with the company.
Traditional thinking is that people who are highly competent in hard skills and have tenure with a company, then they should also be skilled in essential skills. This is not always the case.
We are told, time and time again, that employees don’t leave a company, they leave their manager, which means Employee/Manager relationships are more important than ever before. Employee retention has become a top priority for companies large and small.
In their Annual Job Market Trends Report for 2019, Glassdoor says that we are witnessing a power shift as job seekers leverage their market position and employees make an impact with their voice. Additionally, our aging workforce is likely to mean talent shortages in the future. Your employees have more job choices available to them today than ever before.
Companies need to keep their top talent and managers are critical to high retention. As leaders, we must accept that we are always a work in progress and have to continue to adapt and grow as our work environment evolves.
We have to develop our current and future leaders to be effective leaders and talented coaches. Rather than expecting managers to rely solely on company policies and handbooks to figure out how to manage, we need to encourage them to get to know their employees and create an engaging and empowering environment.
This begs the question, do we want leaders who are only good at the hard skills or leaders who also know the soft skills? Soft or essential skills mean knowing how to position others to play to their talents and strengths which results in higher work performance. The answer is, we need leaders with both hard and soft skill knowledge!
CEA can help you develop your leaders for today’s business environment resulting in higher employee retention, enhanced productively, better quality, and improved customer service levels just to name a few benefits. We have proven leadership and employee training workshops that will be relevant and timely for your company. Call us today to discuss!