The term millennials generally applies to the individuals who have reached adulthood by the turn of the 21st century. Individuals between the ages of 18 to 35 born after the year 1980 are commonly referred to as Millennials.

Understanding your millennial employees may not be easy, and it may require a real adjustment in approach – or better put – a Leadership Hack!ING_17215_11685

Without question, what motivated Baby Boomers and Generation Jones are not the same as what motivate our millennial team members.  Adjustment to your leadership style, to motivate and unleash millennial potential is the key ingredient to leadership today, so in this article we are discussing three key hacks to improve your leadership approach to millennials.

Research suggests that by 2025, 75% of the workforce will be millennials, so if we are to benefit from their optimism, vision, and willingness to work, adjustments in leadership style will be required.

  1. Include millennials in decision making


Research suggests that greater inclusion contributes to far better business decisions, the input from each individual will boost the decision making process and increases the success rate of any business project. Millennials want to be part of the decision making process, and also possess the capacity of making excellent decisions without the help of other team members. Either way, adjusting your leadership approach to encourage inclusion and promote participation in the decision making process will ignite the potential of our millennial tribe!


2.      Define success and how participation contributes to the greater good.


Define your expectations and what outcomes you expect from a specific project. By articulating clearly your expectations and anticipated outcomes, our millennial tribe will further be able to see how their participation will contribute to the overall success of the enterprise, and will boost their creativity while at the same time  also ensure their freedom and flexibility02F23108


3.      Create a Mentoring Environment


From my Generation Jone’s vantage point, I will be the first to endorse that delayed gratification is not a dominate characteristics from the millennials I’ve had the privilege to lead. That being said, I am also the first to stand in defense against anyone who would suggest that our millennial tribe are not hard workers! They often stand as an example to all of us. As leaders we need to encourage a mentoring approach to motivation, coaching and the maturation process. Doing so will not only increase loyalty, but encourage an acceptance of the development process.

Do you want to better lead your millennial tribe? Help them to realize that their efforts and hard work are making a difference, and they are contributing to the success of the company; motivate them by showing how their current work is positioning them for success.

Ensure your millennial tribe know that they are part of something big, and that their opinion matters and you will have taken some key steps to unleash the potential of our millennial tribe!



  1. Great article! It really spoke to me. One thing I have an issue with, with these millennials, is that they vary. I noticed men and women in their early 30’s are much different from those in their early 20’s. I find the mid-range of the two (25-29) to be the most suitable for me. Younger ones are more likely to flip the table on you and betray you where older millennials seem to lack ambition.

  2. I am a 30 something business woman. I work with much older business people than myself. I have had to push and pull to get my voice heard but now that they have noticed me, I am getting the recognition I deserve. I am looking at this as being a Millennial. If the business I work for is open enough to change (and they are VERY old-school) I think any business can and will adjust.

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