10 Leadership Tips from the Millennial Generation

As a generation known for lack of long-term commitments, Millennials are poor poster children for proven work and leadership.

However, the tide is turning in churches and culture, with more young adults stepping into the forefront of businesses, arts, ministries, and more.

Those of us identified as Millennials, between the ages of 20 and 35, should just admit the stereotypes are true for good reason. We like doing what we want, avoiding responsibility and hard work, and saving money by living with our parents long after we attain a college degree (the fine art of “mooching”). In other words, we are fellow humans who’ve experienced the same difficult economic recession the same as all the rest. We’ve just embraced the new trend called “delayed adolescence,” while the rest of the world tumbles onward.

We may have prevalent flaws, but that means we need all the more help overcoming them. Mentors and leaders are the cheerleaders and gatekeepers of our lives, simultaneously pushing us forward and keeping us back from doing meaningful work. To really accomplish something as our life’s work, we’re going to need assistance as well as responsibility. Just because we’re younger doesn’t mean we shouldn’t be respected or listened to. We may not have much proven worth career-wise at this point in our lives, but it doesn’t grant older generations a free pass to ignore us.

10 Suggestions for Leaders from Millennials

• Cast vision. Millennials don’t just want to be handed a list of tasks to complete; they yearn to be part of something larger and more meaningful. They crave a sense of purpose and want to understand how their efforts contribute to a grander narrative. As a leader, it’s crucial to articulate a clear and compelling vision that connects their individual roles to the broader mission of the organization. By painting this big picture, you help them see the impact of their work and where they fit within the larger scheme, fostering a deeper sense of engagement and motivation.
• Be accessible. To leverage the full potential of Millennials, it’s essential for leaders to be approachable and available. As industry professionals with a wealth of knowledge and experience, you have much to teach. However, for Millennials to truly learn and grow under your guidance, they need opportunities for direct interaction. This means creating an environment where open communication is encouraged and where they can feel comfortable seeking advice and feedback. Regularly scheduled one-on-one meetings, open-door policies, and informal check-ins can all contribute to a culture of accessibility.
• Be interested. In the postmodern workplace, relationships often take precedence over rigid rules. Millennials thrive in environments where they feel valued as individuals, not just as employees. Taking a genuine interest in their lives, aspirations, and well-being can make a significant difference. Even a brief, friendly conversation can boost morale and make them feel appreciated. This relational approach can help them stay connected to their work, enhancing both productivity and workplace harmony.
• Be patient with us. Many Millennials are in the early stages of their careers and are eager to gain valuable experience. They look to their employers not just as sources of a paycheck but as mentors who can help them grow professionally. Understand that they are still learning and that mistakes are part of the process. By showing patience and providing constructive feedback, you help them develop their skills and prepare for future success, whether within your company or elsewhere. This investment in their development can foster loyalty and long-term commitment.
• Lead with passion. Passionate leadership is infectious. Millennials are drawn to leaders who demonstrate genuine enthusiasm and a deep commitment to their work. When they see their leaders motivated and excited about what they do, it inspires them to bring the same level of energy and dedication to their own roles. Passionate leaders can ignite a sense of purpose and drive within their teams, creating a dynamic and engaging work environment.
• Develop talent. It can be tempting to use new hires or interns merely to fill gaps and meet immediate needs. However, taking the time to understand their unique talents and strengths can yield better results in the long run. By investing in their development and aligning their roles with their abilities, you not only enhance their performance but also contribute to the overall success of the company. This approach requires a commitment to mentorship and training, but it pays off by building a more capable and engaged workforce.
• Be honest. Transparency and honesty are critical in building trust with Millennials. They appreciate straightforward feedback, even if it’s critical. If they are struggling in a particular area, they need to know why and how they can improve. Rather than sugarcoating or avoiding difficult conversations, provide clear, actionable feedback. This honesty helps them grow and find roles where they can excel, benefiting both the individual and the organization.
• Respect our commitments. Millennials often juggle multiple responsibilities outside of work, from further education to family obligations. While they are willing to put in the effort and go the extra mile when needed, they also value a healthy work-life balance. Leaders should respect their time and commitments, ensuring that work demands do not become unreasonable or overwhelming. By acknowledging their outside responsibilities and showing flexibility, you can cultivate a more loyal and productive workforce.
• Invite us into the decision-making process. Millennials value inclusion and want to feel that their voices are heard. Involving them in the decision-making process not only taps into their creativity and fresh perspectives but also fosters a deeper connection to the organization’s goals. When they have a hand in shaping policies or solving problems, they are more likely to be committed to the outcomes. This participatory approach can lead to innovative solutions and a more engaged team.
• Believe in us. A belief in their potential can significantly boost Millennials’ performance and morale. When leaders demonstrate that they have their employees’ best interests at heart, not just the company’s bottom line, it creates a sense of loyalty and motivation. Show them that you trust their abilities and are invested in their growth and success. This support can encourage them to work harder and strive for excellence, knowing that their efforts are recognized and valued.

A time will come when the current generation has had its final day.Transition will be necessary. A leader can’t keep his position forever. By valuing the Millennials in your organization, you ensure the next generation of leaders will take the helm the best equipped they could ever be. They will be better for it, and your organization will be better for it. Good leadership is about leaving a good legacy, and a legacy worth leaving is rooted in what benefits people.

Give Millennials a chance. It will be our turn eventually, so we’re better prepared if you lead us well in the meantime. We are leaders in the making. Don’t underestimate us. Besides, we might even surprise you.

Written by: John Weirick

John Weirick is a writer, editor, and author of The Variable Life: Finding Clarity and Confidence in a World of Choices. Visit johnweirick.com for thoughts on change, culture, and personal growth.

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