What’s a management rule you’ve seen a millennial manager break or rewrite?
Karsh: Millennial managers actually bristle at the word “boss.” What we talk about in our book is “The Leaderless Team,” a team that is led by one fundamental slogan: “We all float together, we all sink together.” Millennial managers are partial to this collaborative effort to make decisions.
Templin: Millennials have been told all their lives they should do what they love. While traditional management is very structured, millennials see the value in incorporating fun at work, whether it’s through a work pause — taking a walk outside, stretching in the office, playing video games — or by bringing passion and engagement to the everyday work duties. \
What’s the greatest benefit to working under a millennial manager?
Karsh: For the most part, millennial managers are all about bringing up their people. We call them the “multipliers.” They have a tendency to work to help their subordinates climb the ranks. They’re young enough to vividly remember their days in the lower positions, and they want to see others progress the way they did.
What’s the downside to working under a millennial manager?
Karsh: Generational issues can be exacerbated, especially when the manager is younger than his or her co-worker. One common difficulty some Generation X-ers tend to have is they feel millennial managers are less decisive than they need to be. They say they end up talking and talking and talking, but no one ever makes a decision. It’s one of the pitfalls to the collaborative nature of millennial managers. At some point, a decision needs to be made.
With the different management styles millennial managers bring, what advice can you provide about their transition into the role?
Templin: Millennial managers are so passionate, and they want to make a difference on Day One. We first encourage them to establish trust and open communication with their team. It’s so important to get to know your team before making big changes. If your team trusts you, they’re much more likely to support you and work hard for you down the road. It’s also important to position a new initiative a “pilot.” A pilot doesn’t have to be forever. This is one way millennial managers can float some of their nontraditional leadership tactics. Maybe they’re successful, and the team adopts the new program. Maybe it’s not effective, and you choose not to implement the pilot. It’s a low-risk way to try out new ideas. — Michael Clark