From Depression Era to Baby Boomers, to Generation X, every generation tends to look at the next with a little bit of disapproval. Now that Millennials have entered the workforce, they seem to be taking the brunt of the judgment. However, if you want to motivate millennial workers, you’ll want to realize that they can’t all be grouped together in personality, work ethic, and goals. Just like every generation that has come before them, millennials are individuals. When you treat them that way, they’ll become the business rock stars you’ve always wanted.

Imagine a record label treating every rock star the same way. Those musicians would be looking for a new label in minutes. Millennial workers feel the same way. They don’t want to be stereotyped with others in their generation, they want to be treated as the unique employees they are.

How to Get to Know Your Employees as People

Sometimes, leaders forget that employees are people. Successful managers and successful businesses are the ones who see their employees as human beings first, and workers second. Here are a few questions that you can ask your employees to understand them and better manage them.

What Drew You to This Type of Work?

When you ask this question, your employee may give you some insight into their past, their family, or their passions. Perhaps they had a family member or friend who had whatever problem your company solves. Maybe they have had an interest in your industry since they were little. Understanding what makes your employees tick will help make the most of their role.

What Interests You?

Employees don’t cease to exist when they leave work. They go home to rich lives filled with hobbies, causes, and passions. Employees appreciate when you take the time to find out what they care about. You might even discover that you have something in common or that they have knowledge or skills that could benefit the company.

What Are Your Career Goals and Personal Goals?

There’s a very good chance that their current position is not the dream career that your employee is shooting for. Many millennials have a strong desire to improve their work and personal lives and to move up in the business world. Discuss their goals and find out how you can help move them towards those goals.

How Do You Prefer to Work?

This can encompass where and when they prefer to work, and can also include whether they prefer to work as a team or on their own, how they like to communicate with coworkers, and much more. Offering flexibility at work can allow employees to thrive in their positions.

How Do You Prefer to Be Managed?

Be honest, don’t you wish someone had asked you that question? Find out if your employee wants to be given freedom and space to work in their own way with little interruption, or if they want to receive frequent feedback regarding their performance and their accomplishments. Do they respond well to criticism or do they prefer positive feedback? Being open to leading on their terms will improve the experience for everyone.

Marvelless Mark® tells his clients that there is one thing millennials have in common with every other generation: they are all individuals. When you treat them as unique people with likes and dislikes, goals and aspirations, and personalities all their own, you create an environment for rock star productivity.

“I don’t work at being ordinary.” Paul McCartney

Mark Kamp® aka Marvelless Mark® works with organizations who want their teams to achieve immediate rock star results. A Keynote Speaker/Entertainer/Author, Husband, Father, and child of God, his primary message, “Opportunity Rocks®” gives attendees a fresh new perspective on Sales, Marketing, and Employee Performance. Fun and engaging, Mark combines the success secrets of your favorite rock stars with just the right amount of entertainment to transform your employees into business rockstars. Learn more at www.OpportunityRocks.net.

 

When it comes to your employees, do you consider yourself a good communicator?  Even more importantly, do you consider yourself a good listener? If you’d like to better motivate your millennial workers, one of the key strategies is to listen to what they have to say.

The millennials were not brought up in households where “children should be seen and not heard” but rather were valued for their opinions and ideas. Much like rock stars, millennials are a powerful segment of the population who want to have a voice and make a difference in the world. They are talented, creative, and motivated. If you listen to what they have to say, you just might find the answers to your most pressing business issues.

How to Listen to Your Employees

As leaders, you likely underwent a great deal of training in regards to communication: How you can best share your ideas, your grand vision, and your daily expectations with your team. However, a huge (and often ignored) piece of communication is listening. Here are some tips for getting the most out of your millennial employees by taking their thoughts and ideas into consideration.

Be Available

An open-door policy sounds good on paper, but do you actually live it? Are you available at any time (within reason) for employees to discuss their concerns or present ideas to you? When employees see that you want to hear what they have to say, they’ll be more likely to talk to you, and less likely to become a source of negativity at the water cooler. If your job doesn’t allow you to be available at all times, set up specific hours when employees can meet with you.

Be Open-Minded

Do you have to be the source of all good ideas? Often, the answers to your problems and the innovative ideas necessary to move the company forward don’t come from management. These ideas come from the front-line employees who are in the trenches. When you are willing to listen and implement these ideas, you’ll open up a new world for your company.

Be Aware of Non-Verbal Cues

Just because you’re doing your best to communicate openly and honestly, doesn’t mean that your employee will do the same. They may control their words, but it is much more difficult to control body language. Even when they are holding back, their non-verbal cues will likely betray them. Keep an eye out for obvious movements like leaning back or forward in their chair, crossing their arms in front of them, shifting their body away from your direction, not maintaining eye contact, etc. These may signal that they are uncomfortable or excited about the conversation. It may also mean that they are feeling attacked and feel the need to defend themselves. If you pick up on a specific movement, gently question how they are feeling at that moment and they may relax and provide more information.

Be Respectful

Not every idea is a good one and not every complaint is valid. That being said, you should still listen, verify, and validate everything brought to your attention. Let your employees know that you understand what they are saying and will take it into consideration. People just want to be heard. Often, this is enough to put the problem to rest.

Be Honest

While you should always be honest with your employees, this tip actually refers to being honest with yourself. When you listen to your workers, they may tell you something that’s hard for you to hear. Perhaps they have an issue with your leadership style or don’t like the way that you handle certain situations. Whatever the criticism is, you’ll want to be honest with yourself. It’s always possible that they are deflecting one of their issues onto you and you won’t need to change your behavior. But, the possibility exists that you are actually doing something poorly. Look at your behavior, talk to a trusted friend or colleague, and decide whether you need to make a change within yourself.

Marvelless Mark®  reminds his clients that millennial employees want to be heard and considered. They want to have their own voice in the company.  When you are available, open-minded, aware of non-verbal cues, respectful and honest with their ideas and feedback, you will see the rock star results you know they are capable of.

“I’m hungry for knowledge. The whole thing is to learn every day. To get brighter and brighter. That’s what this world is about.” – Jay Z

Mark Kamp® aka Marvelless Mark® works with organizations who want their teams to achieve immediate rock star results. A Keynote Speaker/Entertainer/Author, Husband, Father, and child of God, his primary message, “Opportunity Rocks®” gives attendees a fresh new perspective on Sales, Marketing, and Employee Performance. Fun and engaging, Mark combines the success secrets of your favorite rock stars with just the right amount of entertainment to transform your employees into business rockstars. Learn more at www.OpportunityRocks.net.

 

While the latest generation of employees values freedom and inspiration, these cannot be achieved without one very important thing… structure. If you are looking to motivate millennial workers, you’ll want to create a well-structured environment for them to thrive in.

It may seem counterintuitive, but there is actually quite a bit of freedom in structure. Think about our rock star friends. They may be the wildest, most unique individuals on the planet, however, they adhere to their own type of structure. They practice their craft, market their “product,” and follow the schedule that’s been set in front of them. At least they do if they want to succeed. Millennials understand the need for structure and actually crave it.

Providing Structure in the Workplace

An office filled with employees running amuck is bound to fail. However, if you learn how to create healthy, positive parameters within which your employees can work, you will be rewarded with productivity, creativity, and loyalty. Here are a few ways you can create structure in the office.

Clearly Communicate Roles

When you hire employees, do you make it perfectly clear what their responsibilities will be? Or, like many companies, do you hand them a 3 line job description and send them on their merry way? If an employee doesn’t know what they are supposed to do, they will be anxious, resentful, and will always fall short of your expectations.

It’s better to help your millennial workers understand what their position entails (a clearly defined role), what is expected of them (goals), and how and when they will be reviewed (receive feedback). This gives them the opportunity to meet and exceed your expectations and thrive in their work environment. This can be done at hiring or at any time during their employment. These roles and responsibilities should be discussed and then committed to paper (or computer) so that they can be referenced by both parties at any time. An employee manual should be included to discuss company-wide expectations.

Create Standard Operating Procedures

S.O.P.s not only give your employees freedom to make decisions within their daily activities, they actually free up your time as well. These procedures can be incredibly detailed, providing what-to-do instructions for every situation they are likely to encounter, or it can be an overall culture that permeates every decision such as “the customer is always right.” If your employees know that the customer is always right, they can act accordingly and without interrupting you for every little situation that presents itself.

Determine the Disciplinary Policy

Marvelless Mark® reminds his clients that not every employee will be perfect all the time. No matter how dedicated, talented, or intelligent they may be, mistakes are human and inevitable.

“Make mistakes, make mistakes, make mistakes. Just make sure they’re your mistakes.” Fiona Apple

What will you do when they happen? The most important part of a disciplinary procedure is communicating expectations. If your employees don’t know what they should and shouldn’t do, you can’t punish them for missteps. This is where the role responsibilities and employee manual comes into play.

Once you’ve communicated what they should and shouldn’t do, you must let them know what will happen if they don’t meet the expectations or follow the guidelines. Will there be a warning before action is taken? Will they be put on probation? Are there grounds for immediate dismissal? Whatever you decide is fine, under one condition. Whatever you decide must apply to every employee in the business. If different employees are held to different standards or one is punished for something whereas another employee’s behavior was overlooked, you open yourself up to angry employees and potential lawsuits.

Creating structure in the workplace is essential to motivate millennial workers. Thankfully, it’s also fairly simple. When you clearly define roles, create standard operating procedures, and determine the disciplinary policy early, your employees will have an environment in which to thrive and create rock star results.

Mark Kamp® aka Marvelless Mark® works with organizations who want their teams to achieve immediate rock star results. A Keynote Speaker/Entertainer/Author, Husband, Father, and child of God, his primary message, “Opportunity Rocks®” gives attendees a fresh new perspective on Sales, Marketing, and Employee Performance. Fun and engaging, Mark combines the success secrets of your favorite rock stars with just the right amount of entertainment to transform your employees into business rockstars. Learn more at www.OpportunityRocks.net.

 

In previous generations, employees were often satisfied doing the same type of work for their entire career. That has changed. If you are hoping to motivate millennial workers, consider offering them the freedom and the opportunities to explore different projects, positions, and departments.

Consider this: Rock stars love a good jam session. It’s not just because they love what they do (although that’s part of it), but rather because a jam session provides the freedom to experiment, to play, and to pick up some new skills in the process. Ever watch a guitar player hop over to the keyboard and a singer settle in behind the drum kit? That’s because they love to expand their horizons. Millennial workers have a similar mindset. You can embrace this and encourage experimentation, or you can see a high turnover rate from bored millennials.

How Can You Vary Assignments and Projects?

There are many opportunities to not only keep your millennial workers happy at work but also to further the creativity and innovation within your organization.

Have Employees Make the Rounds

Before aspiring doctors graduate from medical school, they spend several months doing rounds at a hospital. This gives them exposure to multiple areas of medicine and allows them to figure out where their passion and their talents lie. Why don’t we do that more often in business? Sometimes called “Office Rotation,” companies like HSBC, Emerson, and the NFL allow employees to experience different positions, different departments, and occasionally different locations altogether. Employees get training and experience in many different areas, and the companies provide support when it’s time to make the next move.

Allow Employees to Work on Side Projects

Work isn’t everything. Whether it’s a charitable cause or a side business, millennial employees will benefit from the opportunity to work on non-work projects during working hours. Google is famous for offering up to 20% of work time for side projects. This encourages productivity and innovation, keeps your employees happy, and often times, it yields new products or services for the business.

Encourage Cross-Departmental Teamwork

If your departments are separated from one another, employees rarely get to interact or learn what others are doing. Why not encourage employees to “buddy up” with someone from another department, learn about their roles and responsibilities, and perhaps collaborate to make improvements for the company. While your departments may do very different things, ultimately, you are all working towards the same goal.

“When we get together and rehearse — which is always­ — living with each other, we always talk about what would make it better, what would mean more, what would say more. So we’re always improving and growing.” –  Alice Cooper

Millennial workers will appreciate the opportunity to expand their horizons at work. Marvelless Mark® believes that when you give your millennial employees the ability to work on other projects within the department, outside of the department, or even outside of the company, they will be more productive, morale will be higher, and they will stay with your company for longer. And, you’ll see the rockstar results you’re looking for.

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Mark Kamp® aka Marvelless Mark® works with organizations who want their teams to achieve immediate rock star results. A Keynote Speaker/Entertainer/Author, Husband, Father, and child of God, his primary message, “Opportunity Rocks®” gives attendees a fresh new perspective on Sales, Marketing, and Employee Performance. Fun and engaging, Mark combines the success secrets of your favorite rock stars with just the right amount of entertainment to transform your employees into business rockstars. Learn more at www.OpportunityRocks.net.

These days, fewer employees want to come to the office and work for 8 hours with their head down. If you are looking to motivate millennial employees, consider incorporating collaborative projects and encouraging teamwork within your organization.

Millennials have grown up in a completely connected world. From social media to video games, they are rarely alone. This need for connection and collaboration has transferred to their working environments. Just like a rock star who takes some time to pursue a solo career, only to find themselves reuniting with the band, millennials want to work together.

How to Get Your Employees Working Together

You realize that your business or department would be doing better if employees worked as a team rather than in silos. But how do you encourage teamwork in an office setting and limit the drama that occurs when employees have more contact with one another and are responsible for a collaborative project?

Share the Company’s Mission

If your employees don’t know why they are doing what they are doing, if they don’t understand the big picture of the organization, they’re likely to get stuck in the details of their own daily tasks. This means that while they may want to do a good job in their role, they don’t understand how their role fits into the grand mission, and how they can work with other employees or departments to reach the company’s goals.

Clearly Communicate Roles

When employees don’t know exactly what is expected of them, they’ll find it difficult to succeed in their position. Even more detrimental to a team environment, they won’t know where their job ends and another employee’s job begins. This could lead to confusion, disagreements, and unnecessary drama. Every employee should know exactly what they are supposed to do.

Value Every Employee

While every employee should know exactly what their role is, they also need to know how they fit into the large picture, and most importantly, that every employee is valuable and appreciated. If you treat your tech people like lower class citizens because they don’t bring in the money like salespeople, they will not only resent you, they will also resent their sales counterparts. Every employee should be treated as an irreplaceable piece of the larger organization.

Encourage Collaboration

You can say that you want employees to work together, but if you don’t show them with your behaviors, they won’t feel as if they can. Create communal workspaces for employees to get together and share ideas. Offer bonuses or prizes based off of teamwork, rather than keeping them for more traditional goal achievements.  Maybe even offer the flexibility to work when it is convenient for both employees to get together. Show your employees that you approve of and appreciate teamwork.

Don’t Micro-Manage

The kiss of death for any manager, but especially those dealing with millennials. If you spend your days watching over their shoulders, nothing new will ever be created. Allow your employees the freedom to work together, brainstorm and present new ideas, and fail.

Utilize Technology

Have you figured out yet that millennials really like technology? While in-person meetings will never become extinct, many millennials prefer to communicate through social media channels and project management programs. These tools will allow them to keep in touch, divvy up the workload, stay apprised of what the other person is up to, and capture any brainstorm results.

Hire “Teammates” Not Just Employees

Encouraging collaboration begins with the very first interview. If you hire people that don’t play well with others, teamwork may be an unattainable goal for your organization. However, if you preface job interviews with your thoughts on teamwork, you’ll be more likely to hire correctly. Whenever possible, invite other team members to the interview so you can see the interactions and decide if the potential hire would be a good fit.

Marvelless Mark® remind his clients that millennials want to be a part of a “band” at work. Encourage teamwork and you’ll see your millennial workers blossom into rock stars.

“As good as I am, I’m nothing without my band.” Steven Tyler

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Mark Kamp® aka Marvelless Mark® works with organizations who want their teams to achieve immediate rock star results. A Keynote Speaker/Entertainer/Author, Husband, Father, and child of God, his primary message, “Opportunity Rocks®” gives attendees a fresh new perspective on Sales, Marketing, and Employee Performance. Fun and engaging, Mark combines the success secrets of your favorite rock stars with just the right amount of entertainment to transform your employees into business rockstars. Learn more at www.OpportunityRocks.net.

Your Baby Boomers or Gen X employees may be comfortable with their once a quarter or even once a year review, however, if you want to motivate millennial workers, you’ll want to offer feedback more often.

The Millennial generation is used to getting constant feedback from their parents and teachers. This need for outside validation doesn’t stop when they enter the workforce. Receiving positive feedback can inspire your millennial workers to be more creative, more productive, and more satisfied at work.  Can you imagine a rock star performing to a silent audience?  Cheers and chanting are the fuel that inspires musicians to rock out on stage and you have the ability to do the same for your employees. But it’s not just about cheerleading. Millennials have a strong desire for self-improvement and will thrive on opportunities to better themselves.

Best Practices for Offering Feedback to Millennials

Not only do millennials require more feedback to excel at work, they also need it delivered slightly differently. Sometimes considered to be the most “sensitive” generation, millennials thrive on positive reinforcement more than negativity and punishment. Here are a few steps to provide your millennials with the feedback they crave.

Utilize SMART Goal Setting

While not technically considered “feedback,” if your millennial employees don’t know what’s expected of them, they’ll be confused and resentful when you tell them that they aren’t living up to their responsibilities. Whether it’s at the beginning of their employment, after a position change, or when you begin to implement your feedback system, you’ll need to review their job responsibilities and expectations. Once they clearly understand what they should be doing, you can hold them accountable. SMART goal setting is the best way to outline and communicate your expectations.

Provide the Good with the Bad

No one wants to hear that nothing they do is good enough. However, older employees may be used to this type of feedback and may tolerate it better than a millennial. When talking to the younger generation, be sure to include what they are doing right, not just what needs improvement. Even when it’s difficult to find the positive, remember that there are many facets to an employee’s job performance. Maybe they aren’t making their sales numbers but they have an excellent attitude that spreads throughout the office. Maybe they are late to work frequently, but once they get there, they work harder than everyone else. There’s almost always something you can praise an employee for.

Discuss Specific Behaviors

When you discuss intangible characteristics or behaviors like a “bad attitude,” millennial employees may feel attacked. If you discuss specific, measurable behaviors that can be pinpointed and improved upon (like being late), they will have an easier time grasping the concept and being solution-focused.

Offer Opportunities to Improve

Once you’ve outlined the behaviors that need to be corrected, it’s time to offer support and education to correct them. Does your employee need more training? Do they need a mentor who will guide them on their journey? Millennials will be much more willing to accept corrective feedback when it comes with a way to correct it.

Provide Regular Feedback

Possibly the most important aspect of providing feedback to millennials is providing it frequently. These don’t have to be official sit down meetings with HR representatives and “permanent files.” Sometimes a nod along with a “Great job on that last call,” is enough to motivate a millennial to work even harder. Imagine an environment where employees were told daily how much they’re appreciated. Now that is motivating!

Communicate with Technology

You may see texts or social media messages as a distraction throughout the day, but to your millennial employees, it’s just another way (and possibly their preferred way) to communicate. Shoot them a quick “thank you” or “good job” throughout the day. Even an emoji can brighten their day.

Schedule a Follow-Up

A need to improve, even if it’s accompanied by a plan to improve, is nothing without a scheduled follow-up. By what date will you check in to make sure the issues have been resolved? Make it clear that they have a specific timeframe to work on improvements and provide the support they need to make them.

Marvelless Mark® tells his clients that a need for constant feedback isn’t necessarily a bad thing. An employee that wants to improve and succeed is a great asset to any company. When you learn to communicate with your millennial workers, they’ll reward you with rock star results.

“The more you learn about everything, the easier it is to do it.” Dolly Parton

Mark Kamp® aka Marvelless Mark® works with organizations who want their teams to achieve immediate rock star results. A Keynote Speaker/Entertainer/Author, Husband, Father, and child of God, his primary message, “Opportunity Rocks®” gives attendees a fresh new perspective on Sales, Marketing, and Employee Performance. Fun and engaging, Mark combines the success secrets of your favorite rock stars with just the right amount of entertainment to transform your employees into business rockstars. Learn more at www.OpportunityRocks.net.

You know that memo that went out about 30 years ago saying that work shouldn’t be fun? Millennials never got that memo. If you want to motivate millennial workers, you’ll want to incorporate a sense of play into your business.

You already know that millennials are looking for more than a paycheck. They want work satisfaction, personal development, strong relationships in the office, and most importantly, they don’t want to feel like they are wasting their lives slaving away behind a desk. Think of them as business rock stars who would rather feel like work is play.

The companies that incorporate fun into their daily activities, will not only motivate their current employees to be more productive and creative but will become known as a “fun place to work” where amazing employees are drawn. The question, is how do you incorporate fun into your business while still serving your customers and improving your bottom line?

Ways to Incorporate Fun Into the Office

When you think of “fun companies,” a few businesses may come to mind. Zappos, Yelp, and Google, just to name a few. But what makes these companies a good place to work?

Play Games

Seriously… play games. Take a cue from Method, the natural cleaning product company that holds an annual ping-pong tournament of the newbies vs experts or CrowdFlower that inspires playful rivalries with bughouse chess. When employees have something fun to look forward to, heading to the office each day seems less like “work.”

Get Physical

Working out feels good. People that have moderate physical activity or healthier, happier, and more productive than those who don’t. No, you can’t require employees to work out, but you can give them the opportunity and the motivation to do it. Employees at Birchbox are accustomed to a gong going off throughout the day signaling that it’s time to do pushups and sit-ups. Many other companies offer different types of fitness classes or a gym on the premises. Don’t have the staff or the room for a workout space? Why not stop the workday for a random dance party? Flickr has an in-house DJ for just such an occasion.

Welcome Furry Friends

Fun abounds when there are puppies roaming the office. Companies like Google and Tito’s Handmade Vodka have incorporated dogs into their employee culture, allowing workers to share their office space and their day with their fur kids.

Break Bread Together

Happy hours are great ways to encourage socializing outside of the office, but they can be uncomfortable for people who don’t drink or don’t like to indulge in a “professional” setting. On the other hand, everyone needs to eat. Sharing a meal either in the office or after hours can create a fun work environment where employees develop friendships well beyond the traditional co-worker relationships.

Rock Out

Marvelless Mark® reminds his clients that music is the universal language and nothing can bring a team together faster than a good old jam session. Allow employees to play and share their favorite music or get your inspiration from music startup company BandPage and provide a jam room in the office so your employees can actually get together and make music.

Work doesn’t have to be boring, stuffy, and something that employees dread and resent. Whether you have millennial employees or any other generation, creating a fun, engaging environment will make for happier, more motivated employees, and a healthier company overall.

“As a rock star, I have two instincts, I want to have fun and I want to change the world. I have a chance to do both.” – Bono

Mark Kamp® aka Marvelless Mark® works with organizations who want their teams to achieve immediate rock star results. A Keynote Speaker/Entertainer/Author, Husband, Father, and child of God, his primary message, “Opportunity Rocks®” gives attendees a fresh new perspective on Sales, Marketing, and Employee Performance. Fun and engaging, Mark combines the success secrets of your favorite rock stars with just the right amount of entertainment to transform your employees into business rockstars. Learn more at www.OpportunityRocks.net.

You may think that an employee who is surfing the internet is slacking on the job, but did you ever consider that it was actually improving their performance? As managers adjust to the newest generation in the workforce, they are finding that in order to motivate millennial workers, they must release the old expectation that an employee will be 100% focused on a single task at hand.

Millennials have grown up in a time where watching television, texting with a friend and surfing the internet, all at the same time, is not only doable but expected. This ability to juggle multiple tasks at once has transferred over to the office. Just like a rock star who can make up lyrics while jotting down chords and flirting with a groupie, millennials need to do multiple activities to keep them excited about their work.

Benefits to Multitasking

There are many benefits to working on multiple tasks simultaneously. These benefits are not only for the employee, but they also translate to a better bottom line for the business.

Saves Time

It almost goes without saying that doing more than one thing at a time would help you save time. Why accomplish one thing when you can accomplish three?

Improves Satisfaction

Millennials get bored very easily. If they are tasked with performing one job all day, every day, they will be unsatisfied and start looking for their next opportunity. When they have the freedom to attack multiple projects at once, they’ll be more mentally stimulated and emotionally motivated to accomplish more.

Increases Productivity

If you’d like your business rock stars to reach their full potential for creativity and productivity, multitasking will help. It fires up the brain and gets the creative juices flowing.

Flexibility

Whether your business is in the growth stage or you are well established, there are often tasks that go above and beyond the employee’s job description. When workers are allowed to multitask, they become quick thinkers who are able to adapt faster and solve problems faster. These employees are also able to communicate better with their coworkers and don’t immediately lose the ability to work on the task at hand every time they are interrupted.

Personal Development

Allowing multitasking in the office allows employees to learn and grow while they are working. It also improves self-confidence as more tasks are completed successfully.

What Does Multitasking Look Like?

Multitasking can mean different things to different people. For some, it’s the opportunity to listen to music while they work. For others, it’s having the freedom to chat with friends while they complete their work. And for some, it’s just about working on different projects at the same time.

Ultimately, the important word here is “work.” If your employees are getting their projects done on time, serving the customers, and reaching any goals that you’ve set forth for them, give them the freedom to multitask in whatever way they see fit. Marvelless Mark® reminds his clients that when you trust your employees to bring their best selves to work, the details of how they work, suddenly seem a lot less important.

Millennials are a very unique and powerful generation. The better you get at motivating them, leading them, and understanding what makes them tick — the more you’ll bring out their inner rock stars.

“One new feature or fresh take can change everything.” Neil Young

Mark Kamp® aka Marvelless Mark® works with organizations who want their teams to achieve immediate rock star results. A Keynote Speaker/Entertainer/Author, Husband, Father, and child of God, his primary message, “Opportunity Rocks®” gives attendees a fresh new perspective on Sales, Marketing, and Employee Performance. Fun and engaging, Mark combines the success secrets of your favorite rock stars with just the right amount of entertainment to transform your employees into business rockstars. Learn more at www.OpportunityRocks.net.

Do you remember the days when employees were eager to work for the same company for 50 years, often in the same job? It was a badge of honor to be loyal to your employer, and most often, the employer was loyal too. Well, those days are over. Employees want to grow, improve, and avoid stagnation. If you’d like to motivate millennial workers in your organization, you’ll want to offer plenty of opportunities for personal development and movement.

Rock stars are always striving to be better at their craft and play larger venues for more people. Can you imagine how miserable a rock star would be if they had to play to the same audience for the rest of their lives? Millennials are just like this. They are constantly improving themselves and looking for new opportunities, and they expect their employers to support and encourage this. While money is a strong driver, happiness, growth opportunities, and work satisfaction are just as important to this generation of workers. Learn how to properly motivate your millennial workers and you’ll bring out their inner business rock stars.

Opportunities for Personal and Professional Development in the Workplace

Provide Mentorship

Millennial workers expect more from their leaders than just management. They are looking for professional guidance: for someone who is where they want to be, to show them how to get there. If you have a large team, you may not have the time to mentor each employee yourself. When that’s the case, assign seasoned employees to take newer employees under their wings.

Set Learning Goals

You probably have sales goals and customer service goals for your employees, but what about learning goals? Do you encourage your employees to learn new skills on the job and in life? Millennials will appreciate a dedication to growth being factored into their job role and their evaluation.

Set Up a Personal Development Library

Motivational speaker Brian Tracy likens listening to books on business, personal development, and success to getting a degree while you drive. Set up a library filled with personal and professional development education that your employees can borrow from. Don’t forget the digital and audio books as many people prefer these modalities.

Create a Book Club

Now that you’ve got books for your employees to borrow, encourage them to form book clubs where they can discuss what they’ve learned and provide accountability for each other as they apply the principles to their lives and jobs. Offer incentives for employees who choose to participate.

Encourage Movement

Millennials workers don’t like to stay in the same position for very long. They want to experience new roles, learn new skills, and look for an environment that makes them happy. This is not a reflection on your business or your leadership. When you accept that fact, you will be freed up to encourage lateral and upward movement. Some companies even have established programs where employees work in one department or role for a predetermined amount of time and then move to another role to learn and experience another position.

Bring in a Motivational Speaker

Motivational speakers have the stories, the experience, and the techniques to motivate your millennial employees to step outside of their comfort zone, think outside of the box, and exhibit rock star performance in your business. Marvelless Mark® tells his clients that a motivational speaker can be the difference between your employees “going through the motions” and them actually thriving in your company.

Motivating employees, millennial or otherwise, is important to the health of your business. When you encourage growth and provide opportunities for your millennial employees, you will inspire creativity, motivate your employees to do their best, and improve your business.

“I would not be able to breathe if I couldn’t make art. I just wouldn’t. Look at me. This is me on a normal day. I wake up in the morning, and I make my hairbow, and I put my catsuit on, and I call up everybody in the Haus of Gaga, and I say, ‘How are we gonna be brilliant today?” – Lady Gaga

Mark Kamp® aka Marvelless Mark® works with organizations who want their teams to achieve immediate rock star results. A Keynote Speaker/Entertainer/Author, Husband, Father, and child of God, his primary message, “Opportunity Rocks®” gives attendees a fresh new perspective on Sales, Marketing, and Employee Performance. Fun and engaging, Mark combines the success secrets of your favorite rock stars with just the right amount of entertainment to transform your employees into business rockstars. Learn more at www.OpportunityRocks.net.

In order to motivate millennial workers, you need to understand that they are influenced by more than just a paycheck. This generation wants to know that they are contributing to a better future for their community and their world. According to the Millennial Impact Report, millennial engagement in philanthropic causes is rising. Companies that embrace philanthropy or Corporate Social Responsibility will have an easier time attracting and keeping millennials employees, and a better chance of earning business from this age group.

In fact, the the 2014 Millennial Impact Report found that, other than compensation and benefits, the main factor in a millennial’s decision to stay with a company was having his or her passions and talents recognized and fulfilled (53 percent), forming bonds with co-workers (20 percent), and believing in the company’s mission and purpose (20 percent). When your company’s purpose is greater than just making money, but you actually strive to have a greater impact on the world, you will attract these bright, driven individuals to join your organization.

Business is no longer just about what you do, it’s about what you stand for.

Corporate Social Responsibility (CSR)

What does philanthropy or Corporate Social Responsibility mean to a company and how can you get your employees involved? It can look different depending on your industry and your level of involvement. Here are a few different ways to incorporate a culture of giving into your business today:

Offer Paid Time Off to Volunteer

Giving employees time off to volunteer has several benefits:

  • It breaks up the monotony of daily activities
  • Encourages team building
  • Allows employees to uncover skills they didn’t know they had
  • Improves your company’s visibility in the community
  • Gives employees a larger mission to work towards
  • Makes employees happy, and proud to work for your company

Host Charity Events

Many smaller non-profits do not have the staff necessary to put on large-scale events, nor do they have access to potential game-changing donors. If you have employees that enjoy event planning, marketing, and networking (even if this isn’t their normal job duties), give them the freedom and a budget to plan something for an agreed upon charity. Not only will you make your employees happy, you’ll also be doing a wonderful thing for an under-served population, and improving your visibility and likability in the community. Marvelless Mark® tells his clients that customers want to do business with companies that support causes they care about.

Provide Services to a Population in Need

Rock stars can often be found doing benefit concerts or speaking on behalf of non-profit organizations. Your business rock stars could do the same. Depending on what your company provides, is there an organization out there that could use your services free of charge? Giving your employees the opportunity to offer pro bono services or education to a charity or cause of their choice will allow them to use their talents and skills to improve the community and will give them a strong sense of purpose.

Millennials are here to stay and if you want to get the most out of your employees, you must learn how to lead and motivate this generation. When you do, you’ll uncover the business rock star in each and every one of them.

We have a saying in my house, my kids and my girlfriend. We say, ‘Be your best for the greater good, and rock out wherever you are.’  – Michael Franti

Mark Kamp® aka Marvelless Mark® works with organizations who want their teams to achieve immediate rock star results. A Keynote Speaker/Entertainer/Author, Husband, Father, and child of God, his primary message, “Opportunity Rocks®” gives attendees a fresh new perspective on Sales, Marketing, and Employee Performance. Fun and engaging, Mark combines the success secrets of your favorite rock stars with just the right amount of entertainment to transform your employees into business rockstars. Learn more at www.OpportunityRocks.net.