Giving constructive feedback is one of the most important aspects of any manager’s job, but it’s also one of the hardest tasks to accomplish well. No one wants to hear about the areas where they’re weak and highlighting those areas can easily put the other person on the defensive.
Workplaces in every industry always have to make changes to accommodate a new generation of employees—those who see the world a bit differently than the previous generations. The Millennial generation, defined as people born between 1980 and 2000, has been the subject of much hand-wringing as employers attempt to utilize the many strengths of this generation, while accommodating differences not always easily understood by older coworkers. Let’s review some of the main themes that we’ve discussed in our series of posts on Millennials in the workplace.
They’re the self-esteem generation. The generation whose helicopter parents stood ready to swoop in to kiss every skinned knee and confront every perceived unfairness. So, is it any wonder that Millennials tend to not handle failure with aplomb?
Millennial’s are different. It’s a refrain that’s been repeated so often over the past decade that it’s become accepted gospel. Employers have been wringing their hands over Millennial’s for so long that a funny thing happened: The oldest Millennial’s got older. But recent research has found that, as Millennial’s age, they begin to look a lot more like the previous generations.
Hiring and keeping millennial employees is key to any organization’s continued success. But, as human resources directors are already well aware, millennial’s aren’t necessarily looking for the same qualities in a potential employer, that previous generations found compelling. So what can companies do to find and keep the best millennial talent?