With younger people are more than 60% of our total work force, it will be good idea to step back and remind ourselves an importance of managing younger associate more efficiently than others.
Who is good manager for young people? ¬
- Set very short-term projects. Young employees have short attention spans. Blame social media, the movies, or whatever else. But it's true and real, and you need to adapt as a manager. A good approach is to set weekly cycles so that every employee knows on Monday morning what he/she must tackle by Saturday, you can send personal email to them. In some cases, set daily goals. You'll find it remarkable how productive a short attention span.
- Fire those who are not performing. Younger people are also getting negatively motivated when others don’t perform in their jobs. In fact one toxic colleague can destroy an organization. Younger employees often haven't developed the ability to wall off the toxin.
- And finally, wear authority lightly. They take it more seriously than you think. Most of time managers of younger people can easily mistake informal body language and sometimes rude communications style for disrespect. Don't ever do it. They are professionally immature and of different generation. They are following your leadership much more closely than we might think.
This article has been modified by Mayur Palod with a belief that managers and younger associates at Velocity would able to channelize their capabilities.