I hear it over and over again from employers how challenging it is to employ this generation of Millennials.

Without bias, however, there are far more stories of praise then criticism.  One cannot make generalizations about this group because they are so diverse.  I have read many articles posted on the internet about the frustrations of this workforce only to be followed by blogs from Millennials debating the assertions of ineptitude, laziness, indifference, and arrogance.

While one lacks initiative and drive another takes on leadership roles with a drive that holds foremost values that protect the interests of the community.  These humanitarian entrepreneurs are frequently referred to as “philanthrapreneurs”.  Not a bad label, not a bad shift from those of the past whose blind ambition to make money has crippled our economy.

I often wonder, would this generation of Millennials have allowed the greed if they had been in leadership roles?  Yes, these Millennials have earned self-defacing titles in many ways.  Yet, in many ways, in their incompetence, comes brilliance.

The Millennial Generation

The Millennial Generation, approximately 75 million in all, is considered  the most technically advanced group in history.  They demonstrate a preponderance for team-oriented skills, banding together like no one before them.

Having balanced multiple activities growing up, they possess natural multi-tasking talents.

They don’t mind structure… in fact, they demand it.

They don’t mind working hard, they just might need more direction.

They respect positions of authority and want to please.

They possess humanitarian attitudes to such a degree, non-profits target them for recruitment.

While they may not enjoy entry level positions, they seek to be leaders with many of them bypassing employment and jumping directly into entrepreneurial opportunities.   Since their motto is “life is to be fun”, they gravitate towards a work environment that offers working in groups (for socialization) vs. climbing the corporate ladder for the sheer purpose of being recognized for their individual endeavors (too isolated).  In short, they prefer a worldly perspective versus the promotion of self-serving grandstand proliferation.

Hiring The Millennial Generation

Doesn’t sound like a bad group of employees to bring into a company looking to expand and grow.

In fact, these talented new workers are taking on leadership roles like never before.  But how do we, as employers, corral this bunch?

First, we have to look at how they were raised. - Their DNA makeup is ingrained with the notion that they are special and they are entitled to forgo certain responsibilities so that they can focus on their greatness….. or fun.  Our generation of “helicopter parents” have seen to it that they experience few disappointments, avoid painful learning lessons, and remind them again and again that their pursuit of happiness is foremost.

Our interference with their decision making skills have impaired them from this necessary qualification for employment.  We have protected them from stumbling and falling because we have been too involved in all of their decision making. And lastly, because we were raised by parents from the depression who preached “money doesn’t grow on trees” and “you have to pay the price”, this generation of parents swung the pendulum to the far side and promoted happiness versus hard work.  They were coddled, pampered, protected, and praised.

So this generation of workers need more coddling, pampering, protecting and praise than past generations.  Fight it if you like but they need more personal attention than past employees.  They require mentoring over managing.  They desire praise over criticism.  They like to be reminded how special they are. Give them the big picture and identify how their role is crucial to meeting that awesome goal and they are motivated.  Our generation would assemble the new barbeque without the directions.  This generation depends upon it; they need direction.  Having been raised in an era of personal coaches, they need direction regardless of their IQ or confidence.  When you find yourself frustrated with their performance, ask these simple questions:

• Have I explained the big picture?

• Did I spell out the steps to get there?

• Did I praise them or encourage their greatness lately?

While Millennials respect authority, you have to earn it. Practice what you preach.  No generation before them is more willing to call B.S. on inconsistencies or inequities.  Since they love working in groups, mentor in groups. Offer suggestions on the steps they might take and encourage them to seek resources not from the phone book but from the internet. Encourage them to give ideas or suggestions.  Remind them that they are extremely important to the success of your goals and turn them loose.

An employer that learns the difference between training and mentoring will unleash the greatness that does lie within this Millennial Generation. Respected animal trainers will tell you that the success of a reliable performance animal is not in the animal but in the trainer.  It requires persistence and patience.  While the greatness of the Millennial lies within, they need, they seek your kindness and respect when you are encouraging them to reach their next level of performance.  Greatness is achieved when the permission is granted.

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By Mark C. Hughes, Teen Life Coach for Parents & Teens @ The Karma Institute.  www.beyourverybest.org.