There is a lot of talk about the multi-generational workforce, and as history would have it, each generation will lament about “young people these days.”
They don’t want to work!
They lack discipline!
The attitudes!
The workplace demands!
Each generation rolls in with its own unique defining qualities, yearning to be different than those before them. Couple that with younger generations classified as digital natives who entered the workforce during a global pandemic, and you may be shaking your head on how best to coach them.
4 Ways to Coach and Motivate your Under 30 Employees
As a sales manager, know that you are not alone; every career manager before you has had to find a way to understand and motivate the younger generation. Now it’s your turn to help the younger generation find their way and shine!
Here are four ways you can coach and motivate your under-30 employees:
1. Communicate Where They Are
This uber-connected generation communicates with digital technologies and will respond and react most favorably if you meet them where they are. It may seem informal to some, but texting, chatting, and quick videos are effective communication mediums.
Additionally, in this hybrid working world, be sure there is a specific reason if you call them into an in-person meeting. Although some may see it as “it’s just nice to be all together,” it is important to note that a Zoom meeting IS considered being together.
2. Be Intentional About Your Culture
Whether you purposefully create a culture or not – you have one!
The younger generation seeks purpose from their work and needs to see how what they do connects to the overall goals and intentions of the organization. Be sure your employees (all of them, not just the newest generation!) feel valued, and encourage and reward those who embody and live the culture.
Socializing purpose and ensuring it is woven into the fabric of everything the organization does will be a motivating factor for Gen Z.
3. Embrace the New Ways of Working
Your younger workers will bring their whole selves to work. We have created organizations and environments that have allowed people to be who they are, no matter if they are in their personal or professional space. Although this is a positive aspect of the modern workforce, it can also be a slippery slope toward burnout and reduced work productivity.
Employees need to be able to balance their time working and their time away from work, which can be difficult if we don’t allow for mental breaks and time away from work. Create and enforce a healthy work-life balance that contributes to positive mental health. Not only will this keep employees off the track to burnout, but it also shows you care, forging loyal and strong ties between employee and employer.
4. Invest in Employee Development and Growth
Create a culture of continuous learning that is learner-driven. Offering a pathway to growth that focuses on employee growth and development offers a competitive advantage to you as a manager and the organization.
Talent must be nurtured, and this investment in your people will not go unnoticed. Employees who are encouraged to improve continuously and are given ways in which to do it are highly engaged and motivated.
Conclusion
As always, our team of Talent Analysts is available to talk with you about coaching tactics to help you build a unique and customized management plan for specific individuals in your sales organization.
*Editor's Note: This blog was originally written in 2014 and has since been updated.
