What are your takeaways?
Some of the takeaways from Simon Sinek is that millennial employees should learn how to work extra hard. He says that the millennial employees are considered lazy, narcissistic and entitled to certain build-ups in life. Moreover, he asserts that the millennials should learn social skills and avoid too much social media due to technology. Third takeaway is that the corporate environment has taken charge of the millennials. The environment that one is exposed to since adolescence is what determines their job adaptation capabilities. This is traced through poor parenting strategies. In addition, the impatience that the millennials desire is extreme. Simon Sinek calls it instant gratification where one wants instantaneous occurrences. There are problems arising such as weak relationships and lack of satisfaction at the work places. The opposite works successfully where patience leads to proper skill attainment, love from relationships, proper job satisfaction and improve self-confidence. The results of the challenges faced by the millennials are low self-esteem and lack of self-confidence.
As a leader, how will you communicate with and effectively lead your millennial employees?
In communicating with and leading the millennial employees, what I would do is use technology to enhance their motivation at work through organizational measures. As a leader, I would come up with counsellors who could be outsourced or company’s role models to create an awareness to the millennials on their career growth, patience classes and learn new opportunities in the work place as they always desire flexible opportunities that would work well with the company’s goals.
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Moreover, as a leader, productivity, how to create trust and commitment over the long-run works better. The commitment helps as the leaders or the role models in the organization offer the right advice to the millennials. Communicating and listening to the millennial employees help to motivate them and be committed at the work place over a long duration. Nonetheless, managing the millennial employees is important because they often are flexible and would explore new environments despite the fact that their parents still offer them financial security. Hence, they would not mind better job satisfaction.
