The Oliver Group Shares Seven Methods for Leaders to More Effectively Manage Younger Employees

Share Article

Amid multiple generations in the workplace, leadership firm suggests approaches to ensure development for newest level of leaders.

Tom Cox, The Oliver Group
Many younger employees are extra confident with technology today especially, and employees straight out of school may have unrealistic expectations about themselves and the workplace, in addition to confidence in their abilities and education.

Amid a unique workplace situation with up to four generations employed, it's more important than ever for leaders to understand how to adapt their styles to best manage the different groups. The Oliver Group, a leadership consulting firm, has found that one issue faced by organizations is that of the overconfident young employee who is full of potential, but still has a lot to learn. As more experienced employees start to exit from the workforce, it's important to know how to engage the younger employees, develop their skills, and prepare them for the future roles in the workforce, even if it feels challenging at the present.

With that scenario in mind, Tom Cox, vice president client development at The Oliver Group, provides seven pieces of advice to managers struggling to lead the newest generation of employees. According to Cox, "many younger employees are extra confident with technology today especially, and employees straight out of school may have unrealistic expectations about themselves and the workplace, in addition to confidence in their abilities and education."

The tips are as follows:

1. Align them with a strong, successful leader who can coach and mentor them

2. Set clear and unyielding expectations for goals, personal growth and accountability for relationships

3. Stretch and test their limits with tough assignments that would exhaust even the strongest person

4. Provide candid, performance-oriented feedback on a regular basis

5. Reward accomplishments and coach for humble self-reflection and awareness when goals are not achieved

6. Measure their impact on others and constantly remind them that relationships and the process of how things get done are just as important as the outcomes

7. Coach them about individual personality differences with others and how to approach different people appropriately

These best practices will not only help younger employees to assimilate to the world of work, but they will help organizations identify successors and high potential employees to keep the organization going.

About The Oliver Group: The Oliver Group is a management consulting firm headquartered in Louisville, KY. Since 1984, The Oliver Group has been a valued leadership consulting partner, providing knowledge that empowers leaders to optimize people, accelerating business and personal growth. Offering a variety of consulting services, The Oliver Group is a certified Women Owned Business Enterprise (WBE). Learn more at http://www.olivergroup.com.

Share article on social media or email:

View article via:

Pdf Print

Contact Author

Jeanne Ward
@TheOliverGroup
Follow >
The Oliver Group
Like >
The Oliver Group

Follow us on
Visit website