Millennials – Managing, Motivating & Retaining Them

Not everyone would agree, but I love when things change. I especially am excited about change particularly when the changes being applied optimize and improve what they are being applied towards. Having worked with thousands of people during my career, the most exciting generation of people I have encountered are the millennials. Why? Because they are so open to embracing change.

Managing people is probably one of the most challenging tasks to take on, especially to be able to manage them well and unselfishly. Yes, unselfishly, because in order to be a superb manager, you need to put the interests of those you are managing ahead of your own. When you do this, those who you are managing will at first potentially not notice, and when they do, they will then be surprised you are doing this, as this is not a management technique applied or embraced by all managers.

If you think of managing people from the perspective of acting as a coach or mentor, it allows you to mentally shift your thinking and begin to strategically adopt management methods which put your staff needs ahead of your own. When you put others needs ahead of yours, empower them to stretch beyond their comfort level, yet provide them with a safe zone in case of failure, people will respond and perform at a new level you might not imagine them to do so. This management concept works extremely well with millennials, as they are so open to trying new things, and actually crave doing so.

One of the best ways to motivate millennials is to ask them for their opinion, and how they might go about mapping out how to accomplish their role with limited direction from their manager. When you provide a millennial with freedom to in essence design their path forward, they will be more motivated in their role, as they feel they have a heightened sense of controlling the direction they are able to head towards. What you also might be surprised by, is that they will also be more willing to collaborate with the management team and their team peers because they do not feel the pressure of traditional methods of management constraint.

There are numerous books that have been written about motivating people in the workplace, but most of these books are based on motivational techniques which have been around for decades. Although many of the motivational techniques are still relevant, many of them will not be effective when they are applied to the millennial generation. I know this, because I have also managed, motivated and retained hundreds of people from this generation.

Unfortunately, this generation has gotten a potentially undeserved reputation for being selfish. I think this generation is misunderstood, and has been too easily labeled as being selfish due to management techniques not working on them. This is why management techniques to apply to the millennial generation are in need to being revised and adopted. The millennial generation is motivated by things which need to be factored into helping them to be successful. They care about our environment, eating healthy, taking care of themselves and doing what is best for society more than they are given credit for. When employers and management techniques are factored into account for these type of motivational examples, a true paradigm shift will occur.

The days of employees working at a company for more than 5-10 years is becoming a thing of the past, as most employees are averaging lengths of employment sub these numbers. Due to a highly fluid flow of millennial employees changing jobs so often, this puts enormous pressure on companies to try to retain them, even for 2-3 additional years. One of the largest expenses a company has is recruiting and on-boarding new employees. If they have to continuously do this, the strain on having to fund this company expense can have a severely negative impact on their bottom line. So, how do companies address this challenge?

One of the ways companies who have low millennial retention rates can turn this scenario around, is to create a culture that is appealing to them (e.g., offering them clear or varied career paths to consider, opportunities to engage with the local community during work hours, helping them to understand their innate strengths via specialized coaching, access to internal mentors on a regular basis and greater flexibility with when and where they work). Ironically, the things that appeal to the millennials, can be equally appealing to the rest of the employees, with some modifications to account for their culture and career satisfaction too.

Embracing instead of chafing against the millennial generation and the way they are managed, motivated and retained must be factored into a company’s structure of how to run a modern company. When this occurs, a company becomes far more appealing to work at, and in turn competitive in the industry they are competing in, especially since a significant amount of their employees are from or will be from the millennial generation.

Kathleen E. R. Murphy is the Founder, Chief Performance Strategist and CMO of Market Me TooMarket Me Too has expertise in bridging teams and providing organizations techniques to accelerate their market growth and revenue numbers, regardless of the industry they are in, or the business stage they are presently at.

We also work with individuals from students to C-level executives. The individuals, business and sports teams we work with are coached on how to leverage and apply their peak performance talents on a daily basis. If you want results, let’s talk. We know how to help you get them. Contact Kathleen at kathymurphy@me.com or (339) 987-0195.

Finding Motivational Energy

Generally, when you need to be motivated to do something, it can seem like a daunting task to accomplish. Why? Because it is far easier to procrastinate than it is to be motivated. Does this sound familiar and something you can relate to? If so, you are not alone.

The good news is you can quickly get past the procrastination stage you often get stuck in. You can also do this by applying some of the motivational techniques I regularly apply, and share with others.

An example of applying motivational energy comes from a recent experience I had working with a sports team. The team was coming off an emotional two game loss, breaking their five-game winning streak. Half way through their next game, and with extremely low field player team energy, and what looked like was going to be a third consecutive loss, I talked to the team at halftime.

What I talked to them about was their attitude and the negative mental energy I could literally feel being emitted from them. I asked them the rhetorical question – “Do you want to lose this game, or do you think you have what it takes motivationally to win this game?” I told them I truly believed they had what it took to win the game. I said this with the fact they were down by five goals, and a strong likelihood the other team thought they had an easy second half win ahead of them.

When the team took the field at the beginning of the second half of the game, I told the bench players they were going to have to do something they might not have done before. What I told them is that they were going to need to transfer their positive physical and mental motivational energy to their teammates on the field in order to win the game. As you might imagine, after having said this I got some interesting looks. However, I also told them at this point of the game, they had nothing to lose by trying this, except possibly losing their third straight game.

As soon as the bench started to amp up their energy and cheer on their field teammates, you could feel an almost sudden shift in the game momentum. Literally within minutes of the bench transferring their positive energy to their teammates, the team began scoring and playing like the winning team I knew they could be. They were also applying what I will refer to as their ‘human strength roles’ on the team, and each of them knew what this meant. However, this was the first time they were truly applying this concept, even though we had been talking about the power of their “human team role” for weeks.

At the end of the third quarter, and coming off of a five-goal deficit, the team exploded with delivering double the amount of goals they had in the first half. They also ended up winning the game with a comfortable four-point lead. The other team was completely shut down. They were also stunned by the new momentum and motivational energy provided by the bench members. What made the difference in the second half of the game, was the fact the bench team members were able to successfully transfer their motivational energy to the field players, who really needed it.

This same concept of transferring the energy you put into procrastinating can be thought of like a mental on/off switch. You will literally need to give yourself a pep talk to do this, or perhaps ask someone else to do this for you. However, when you do this, you can literally shift your mindset away from not having motivational energy, to finding even a small spark which will ignite the rest of your motivation.

By committing to focusing your mind, energy and attention to what you want to accomplish, anything is possible. Even when it appears all of the odds are stacked against you. This same concept can be applied at work, or everyday life scenarios. I guarantee if you sincerely try doing what I have outlined, you will see far different and better results than you thought were possible. If you do not believe me, just ask Coach Wright, or any of the 27 young men on my sports team, or any sales person who has ever worked with me before. Happy “belated” Mother’s Day.

Kathleen E. R. Murphy is the Founder, Chief Strategist and CMO of Market Me TooMarket Me Too has expertise in bridging marketing and sales teams and providing organizations techniques to accelerate their market growth and revenue numbers, regardless of the industry they are in, or the business stage they are presently at. We also work with individuals from students to executives and business and sports teams to coach them to learn how to leverage and apply their peak performance talents on a daily basis. Contact Kathleen at kathymurphy@me.com.

This article is dedicated to Coach Sean Wright, Coach Mike Marshall, Coach Chris Harrington, Coach Ken Boyer and the entire Chelmsford, Massachusetts High School Boys Varsity Lacrosse Team.

Believe in yourself. It will all work out.

Have you ever found yourself in the middle of a situation that does not appear to be going in the right direction and thought, how is this possibly going to work out?

If you have not, I don’t believe you, as this happens to everyone. Or, perhaps you have had more than your fair share of luck, or have been living in a bubble. Either way, a majority of humans have had both life and business scenarios with which to contend.  Those that don’t seem headed towards a favorable conclusion.  But then, lo and behold, the outcome is far better than expected.

So many people spend an enormous amount of energy worrying about factors they cannot control, or consequences which are not likely to happen.

I know a number of people who worry obsessively about everything.

I have a hard time relating to this, as I try my best to do the opposite, and guess what?

Things usually turn out better than I anticipated.  Sometimes fabulously so.

In the meantime, I do not expend any energy concerning myself with factors I cannot control or that will not realistically happen. For example, I’m pretty sure nobody will actually faint from nerves in the middle of a presentation.  Okay, maybe. 😉

Of course, there is that self-fulfilling prophecy thing, but I prefer not to succumb to the negative, and think about what good things could happen instead.

When you adopt the approach of spending less time worrying about negative consequences, you free yourself to apply all of your energy to much more productive work or activities. This is a far more desirable approach.

Once you begin to implement this concept, you will start to see more positive outcomes from this paradigm mind shift.

Visualization is a technique that can be overlapped and practiced along with more optimistic thinking. Using visualization simply requires you to close your eyes and imagine what you are worried about having a positive outcome. Many athletes and executive level business people leverage this, and agree it is enormously helpful. When you are able to envision the outcome of what you are attempting to do before it happens, is a way of essentially practicing how to have success or the outcome you desired.

There is another concept called The Secret, and without getting too deep into this method of thinking, I am a firm believer this concept also can contribute to having a desired outcome from any situation you can imagine. I know this because I have practiced it and am always amazed by the results. I encourage you to look further into this concept, because it essentially taps into leveraging powers you were not aware of, but that you have to work with.

If you do not believe me, give it a try, as you having nothing to lose and so much more to gain. I have coached people on how to leverage The Secret concept, and 100% of the time the outcome has surpassed what the person was expecting. The trick is to allow your mind to be open to the concept, and then wrapping your brain around letting go of any worries you have, or anxiety to allow the power of this concept to work for you.

Imagine an hour, half a day, or weeks of not worrying about whether fill-in-the-blank is going to work out. How would your life be different if you thought this way?  What if you had more energy to invest towards improving your life, career, or anything you desire to have more positive outcomes from? I know you can embrace at least one or several of these concepts. Trust and believe that in the end, everything will work out the way it is supposed to.  Even being fired could lead to a whole new, better-paying, more satisfying career.  It could happen!

Kathleen E. R. Murphy is the Founder, Chief Strategist and CMO of Market Me TooMarket Me Too has expertise in bridging marketing and sales teams and providing organizations techniques to accelerate their market growth and revenue numbers, regardless of the industry they are in, or the business stage they are presently at. We also work with individuals from students to executives and business and sports teams to coach them to learn how to leverage and apply their peak performance talents on a daily basis. Contact Kathleen at kathymurphy@me.com.

Announcement: My first business book called Wisdom Whisperer, is now available via Amazon. Pick one up, or get one for your friend or colleague. I’ve been told this is a great gift for upcoming college graduates, but it is also highly suitable for people in all stages of their life and careers, as the book format is like a buffet, and you can choose to read or not read the topics which suit you best.

 

 

 

 

 

 

Hang in there. Or, should you?

Just when you think you can’t take one second longer of any situation you are in, by some miracle you find the ability to hang in there for one more hour, day or week. Where does this discipline come from? If you played on a competitive sports team, chances are this was one of the numerous valuable skills you acquired from being on any team.

Recently I heard a coach talk about the topic both players and parents dread. It was about playing time. His example was about a player who saw limited playing time on a championship team. He asked us what we thought this athlete would say if you asked them whether they contributed to helping the team win the championship?

The coach went on to tell us this athlete would say “yes”, they contributed to helping the team become champions. How did they do this or feel this way if they did not see much playing time? Actually, it is quite simple. They felt this way because they showed up at practice every day, learned the plays required, worked out and stayed healthy, cheered on their teammates from the sideline and committed to the team during the season. By doing these things they one hundred percent contributed to the team’s success. If they did not contribute their talent, energy, discipline and time, the players who got more playing time may not have been prepared well enough to compete and ultimately become a championship team.

Until hearing this coaches example, I had not considered this aspect of an athlete’s contribution to the team. Especially when they are not getting the playing time they deserve or are allocated. It became obvious to me that the limited playing time athlete is still making a valuable contribution to the team, although their desire to see more playing time is not happening during game time. However, it is happening when they are practicing and contributing to making them and their teammates better together.

I my opinion, the athletes who are getting less playing time are potentially more important and valuable to the team than those who are getting the playing time. However, this can be hard for the competitive natured athlete or parent to see and appreciate.

The point is, although you may not be in a starring role either on the field or at work, you are contributing to the overall success or forward progress of your team. Each team member plays a valuable role. Some roles have greater visibility, like the athlete on the field, but this does not make their role more important. In fact, those who are in less visible roles play an integral role in keeping the team together by acting as the “glue” or foundation. You might have heard of the expression “Half of our success in life is gained simply by showing up each day.” This is true both in sports and business.

So, it might be more obvious about when to quit your sports team, but I do not recommend doing this, even if you think you are not being recognized as a valuable asset to the team.

If you were chosen to be on the team, you were chosen for a reason. Although this might not be what you want to hear, you are needed on the team, and quitting it will not serve you well. The lessons you will learn by sticking out the season or your time commitment to the team will provide you with deep and lasting skills to take on future challenges far better than those who threw in the proverbial towel. Quitting is easy. Staying can be hard, but it will be worth it when you complete your commitment to the team. You will not regret staying on the team when you look back in time. You will regret quitting for the rest of your life.

Switching gears and now focusing on knowing when it’s time to quit your work team is not always a straightforward process. It should not be done with careful consideration. Why? One of the biggest reasons is because you made the decision to work for the company for a reason. Perhaps your reason to work at the company had not been thought through well enough in terms of whether it was the right type of company, role or team for you to be on from a personal or cultural perspective. I’m talking about company culture, and sometimes it is harder to know upfront if the company culture will be a good fit for you.

Typically, if it is not the right company culture for you, you will find out relatively early, and this is one of the good reasons to leave the company. Here are some other reasons or scenarios to think about it terms of whether it is acceptable to leave your company:

  • There are actions or practices happening at the company which you consider to be an ethical violation, either personally or professionally.
  • You learn after a few years that the growth path you thought would be available to you was only fiction, and you now find yourself in a role which does not have a path forward.
  • Your boss or management team is not supportive of your decisions, or you are being micro-managed and not allowed to perform the role you are responsible to carry out.
  • The job description for your job has been altered so much since you took on the position, perhaps not on paper, but by the verbal expectations communicated by your boss.
  • When companies are growing quickly, your job description may unofficially change dramatically, and may now be in poor alignment with your skills. This can happen, and how this scenario is managed is what will make the difference in terms of whether you should consider staying in your role or leaving the company.
  • You are offered an opportunity from another company which has presented itself at a time when you now have the skills to consider leaving your current role. If this option is not going to be available at your company for a year or more, consider whether it makes sense to stay with the known company, or take a risk in pursuit of your desired role sooner. Sometimes the grass is greener on the other side, and sometimes it’s not. It’s not always easy to know which one it is.

Whether we realize it or not, we all have options to pursue going after what we really want to do, and sometimes we have to take risks to do so. One of those risks can be leaving the company you are presently at. Leaving your company can be a scary thing to do, but it can also set you on a new and better career path.

Kathleen E. R. Murphy is the Founder, Chief Strategist and CMO of Market Me TooMarket Me Too has expertise in bridging marketing and sales teams and providing organizations techniques to accelerate their market growth and revenue numbers, regardless of the industry they are in, or the business stage they are presently at. We also work with individuals from students to executives and business and sports teams to coach them to learn how to leverage and apply their peak performance talents on a daily basis. Contact Kathleen at kathymurphy@me.com.

Announcement: I will be publishing my first business book this month. If you would like more details about my book, please send me an email at kathymurphy@me.com . Thank you. – Kathy

(6) Tips on how to unplug and recharge yourself.

By Kathleen E.R. Murphy

It never ceases to amaze when people boast that they never take breaks or vacations and work all the time. What further astounds is that they think that is a badge of honor.

They are actually fooling themselves into thinking they are always highly productive. It is impossible to be at peak performance all of the time, especially when you do not take any breaks.

The United States has earned a reputation for living to work versus other countries who embrace the concept of working to live. Granted, there are factors that make it more challenging to adopt the working to live frame of mind, but we can still increase the quality of our lives by taking more breaks, whether they are mental or physical, or both.

Why do so many Americans pride themselves by acting like robots and not taking the down time they need or have earned.

People in other countries have figured out the balance and need to infuse down time into their schedule.

One challenge in the United States, is employees typically have only a few weeks of vacation time each year, three if we are lucky, and four if we are even more fortunate.

Studies show that even when people have earned or accumulated that much vacation time, most of them do not either use it, or are concerned about actually taking a break. This is such a shame, as both physical health and mental wellbeing are compromised by this belief.

So, how do we learn to embrace down time? Below are a few suggestions on how to feel more comfortable taking time off, or working some down time into each and every day.

 

  1. Every few hours, get up and walk around. Yes, literally walk around your office, or go outside to get some fresh air. Changing your environment even for a short period of time can help you to recharge, particularly when the sun is out and you get to experience it in person and not by viewing it from the inside out.

 

  1. Take a coffee or lunch break. At first, you might be tempted to incorporate some of your work into this time, but slowly ease yourself out of doing this habit (or practice).

 

  1. If you are near a retail store, take a trip simply to look around and take a visual vacation from what you are thinking about or looking at most of the day. You’ll be pleasantly surprised how refreshed you’ll feel when you get back to the task at hand. And who knows who you’ll meet!

 

  1. Plan a staycation or an actual vacation. Having something to look forward to is a great way to be more inspired about your work. After you take the actual break, you will feel like a new person again. Sometimes just three days of either doing something other than work, or fully relaxing can put you in a much better frame of mind. Be amazed at the increased productivity when you return, refreshed and rarin’ to go again.

 

  1. Consider either picking up a new hobby, or a hobby or potentially using your down time to volunteer your time and skills. A fun activity and helping others offer tremendous benefits in helping your mind and body to refuel.

 

  1. Learning how to meditate is also something you can do both at work and at home. Many highly-successful business people and celebrities have turned to meditation to enhance overall well-being, and to recalibrate to achieve more and become more productive. Meditate for as little as five minutes and feel the positive results. Everyone has at least five minutes per day to spare, so give this a try. In fact, schedule it right into your calendar.

Everyone has a choice of how to use their time. It is a matter of making time to recharge a priority.  You are worth it.

Kathleen E. R. Murphy is the Founder, Chief Strategist and CMO of Market Me TooMarket Me Too has expertise in bridging marketing and sales teams and providing organizations techniques to accelerate their market growth, regardless of the industry they are in, or the business stage they are presently at. Contact Kathleen at kathymurphy@me.com.