Communicating with Millenials
Most of our executive coaching sessions begin with a discussion of key audiences. We want to know who executives are talking to and the challenges they may face across different groups. Senior leaders have always been focused on employees, but in recent years, we’ve begun to hear more about the youngest employees and the worries about reaching them.
Many CEOs say that they just don’t know this group well. And, the buzz about the uniqueness of Millennials (defined as the generation born from 1982 – 2000) has caused angst for CEOs. You can’t pick up a human resource magazine these days without an article about managing, hiring or retaining Millennials. Further discussion with senior leaders reveals that they have been advised to connect with their young employees through social network channels.
The impact on communication for leaders seems to be that they are sending information out more frequently and more urgently. And, somewhere between all the time and right on time, leaders are exhausted by the process. Some have said that the amount of their communication has increased by as much as 40% over the last five years.
But, when we explore how they communicate, we’ve found that it’s only the print messages…. e-mails, tweets, blogs, etc. that have increased. The more traditional spoken communication methods…town halls, Q&As and fireside chats…have actually gone down in frequency. And, that’s when our red flag goes up. Because, while everyone is pushing their leaders to get connected, I’m not sure that the leaders are actually establishing a connection.
We have had the opportunity to talk to Millennials in five different companies to gain their perspective on executive communication. And, their input may surprise you!
Overwhelmingly, the Millennials prefer to experience their leaders through spoken communication rather than written communication. While they get e-mails, news blasts and other sound bites, they really want an opportunity to sit down with company leaders and talk.
If you have found yourself struggling with the Millennial audience, I offer three suggestions:
Ask for Perspective. If you haven’t asked for feedback on executive communication within your company, you should. Times have changed, and you should build your own communication strategy to include the Millennials’ perspective. (They aren’t shy; they will tell you what they think!)
Keep Up Appearances. Communication has become more 24/7, and your internal advisors may be telling you to communicate more frequently. It makes sense. But, be sure you’re balancing the talking with the listening. Your youngest employees aren’t just looking for e-mail blasts; they want an opportunity for you to listen to them.
Connection is Multi-Generational. While our written communication methods and tools have changed significantly over the years, the power of spoken communication and connection has remained a constant. Regardless of the age or role of an employee, they all want to see leaders express their beliefs, their strategies and their conviction. And, the more consistent you are about doing it, the more all of your employees come to value the connection.
So, what do I tell the CEO who worries about keeping up with the times and being relevant enough for young employees? First and foremost, you have to be authentic and make sure that all employees are getting a sense of who you are and what you’re trying to help them accomplish.
And, if you are feeling out of touch with the ways your communications group may want you to connect….like video or webinars…you may be past due for coaching and guidance in getting there. While your young employees are consistent in their desire for connection, they are probably less patient about waiting for it.
