This is the last in a 3-part series on Millennials as managers. Part 1 covered Millennials as hiring managers. Part 2 offered strategies for communicating with Millennial managers. This post address Millennial managers and performance management.
Millennials see the conventional annual or semi-annual performance review as static and one-directional. As managers, they will replace existing performance management processes with real-time goal setting and feedback loops using technology that allows for multi-directional, multi-level, and often transparent comments about the performance of an individual, team or manager. This will be challenging for both staff and HR professionals from older generations, who will have to adapt to new performance metrics, collaborative feedback channels, and different compensation and advancement protocols.
Millennials also believe that the 9-5 construct of work is dead. The workplace of the past is one where productivity is measured by the number of hours you sit at your desk. To Millennials, the future of work requires a high degree of flexibility – from the employee and the manager. This means fluid working hours, technology that enables remote work, and relationships that extend beyond the office. For Baby Boomer and Generation X employees who have spent their careers conforming to fixed hours and mindsets about performance, this will take an enormous adjustment in thinking and scheduling.
Millennials now comprise the largest generation in the U.S. workforce and are rising in rank. The world of management -- and all of its conventional wisdom -- is about to be turned on its head. For more insight into this sea change, download my new white paper Meet Your Millennial Manager – A Survival Guide for Older Generations, or contact me directly.
Workforce Strategies for the New Economy