Why is it that sometimes, the thing that we want most, actually backfires on us, and can even make us miserable?
At this point, it is well-documented that Millennial or Gen Y employees truly value flexibility in the workplace and are unafraid to ask for it…
And yet… if they are given such flexibility, the additional pressure to manage their time while continuing to manage their social and personal lives, often proves overwhelming to them, leading to the stress and burn-out that this generation is experiencing at epidemic levels….
Let me give these thoughts a bit of context.
I’ve been a corporate trainer and a mentor for almost two decades. Over this time, I’ve seen the values and working preferences of several generations, up close and personal.
And what I have observed of Gen Y or Millennial workers (i.e. those born between 1981 to roughly 1995), they greatly value being able to structure their work around their other life interests. The famous ‘work-life balance’ that managers complain about and which their Gen Y colleagues continue to demand.
Now, this makes complete sense when you consider Millennials came of age during the rise of the internet, apps and smartphones, designed to harness online power to organise and carry out everyday life tasks in a matter of clicks.
Unlike the generations before them, specifically their Boomer and Gen X bosses and managers… Millennials have had less practice in deliberately limiting themselves, their options – and in particular, their time.
They have had incredibly structured lives growing up – structured by parents and teachers willing to provide them with the scheduling and support they needed, so that they could focus on their studies, their interests, their potential, their aspirations.
Flash forward to their working life today… and whenever work-related flexibility is granted to Millennials, their professional tasks and deadlines end up competing with the parallel opportunity for them to explore and participate in lifestyle options older generations were not distracted by… simply because they didn’t exist!
Think about it… when you can identify, follow and participate in so many online forums, arrange dates, book workout classes, sign up for language classes and organise meet-ups for innovative collaborations… it’s far harder to set yourself the kind of limits that return your focus to meeting work-related goals.
What happens next is that Millennials try to do both – i.e. carry out professional tasks while SIMULTANEOUSLY managing their personal and leisure time, leading to overwhelm, stress and, often, dramatic burnout.
So, how should managers of Millennials respond?
Should they simply take flexible working hours off the table for their Gen Y employees? Or should they cave in, despite the time management challenges, hoping in this way, to retain a job-hopping generation of workers?
As it happens, the answer is… neither.
Flexibility of work is a GOOD thing. And more and more, I believe we will only see more need for it and it’s unwise to eliminate it as an option.
Rather, to get the best from their Gen Y team, managers need to keep flexibility on the table IN ADDITION to making it very clear about what they will STILL be required to carry out (and by WHEN) in terms of work.
Managers need to zero in on the deadlines and the deliverables, and let Gen Y know they will support them in setting an appropriate timeline, preferably with key milestones, to help them handle the challenges of distraction and overwhelm.
In other words, managers today have to wear two hats: one as the authority who keeps Gen Y on task… the other as the coach who ‘supports’ and guides them in implementing healthy time management.
I elaborate on how managers can support their Gen Y team in this way, in an online course I am currently developing, called Millennial Advantage. More about this course in future posts!
For now, let me end by saying that: if you, as a manager, are willing to go the extra mile for your Millennial teammates by facilitating and helping them manage their desired flexibility… they will reward you with a truly innovative ability to think outside the box, act as ambassadors of your organisation among their peers, and use their comfort with tech-based work to better serve your clients.
To learn more about my corporate training services and to book a free consultation, please visit: www.leonidasalexandrou.com/services/evolution/