Mentoring Millennials

The makeup of the global workforce is undergoing a seismic shift: In four years Millennials - the people born between 1977 and 1997 - will account for nearly half the employees in the world. Research into the varying expectations and needs of employees across four generations has given us a more nuanced view of Millennials and uncovered several resource efficient ways to mentor them. Millennials view work as a key part of life, not a separate activity that needs to be "balanced" by it. For that reason, they place a strong emphasis on finding work that's personally fulfilling. They want work to afford them the opportunity to make new friends, learn new skills, and connect to a larger purpose. That sense of purpose is a key factor in their job satisfaction; according to our research, they're the most socially conscious generation since the 1960s. They want a road map to success, and they expect their companies to provide it. If you're not careful, grooming them for leadership roles could drain your managers' energy. This article identifies three kinds of mentoring that will prepare Millennials for success without requiring experienced staffers to spend all their time coaching. While these approaches will work with employees in other generations, too, they're especially effective with Millennials, because they suit this cohort's mobile, collaborative lifestyle and need for immediacy. They are: 1. reverse mentoring, 2. group mentoring, and 3. anonymous mentoring