Mentoring Millennials

Often times, Millennials are said to be difficult to work with. They are indeed the youngest generation in the office right now, but that does not mean that this group is not open to ideas from others or innovating ideas of their own. As a CEO or leader in your company, you should not be afraid of working with this generation. However, some ideas on how to mentor or coach these individuals into becoming quality employees who are willing to vouch for your company could be beneficial. Whether you are working next to them, above them, or in an entirely different industry, being a mentor to a millennial can create opportunities for not only the mentee but also you as the mentor. There are a few specific aspects that can assist you in building a successful relationship with your mentee.


Establishing a Relationship/Rapport

It is likely that you are going to have to meet your mentee after business hours. What do you plan on doing? You may want to decipher whether a coffee shop or a bar atmosphere is going to work best for your relationship, or maybe even something more unique. Sharing an experience with your mentee is important, considering your relationship is already unique. Understand the differing times you are going to meet – it could be once a month, or even once a week.


Set Parameters

Make sure you establish what each party wants to accomplish throughout the relationship. Being clear from the beginning is important to make sure that you are both on the same page. What are the expectations?  Are you there to offer advice?  Ask questions?  Make suggestions?  Share your own experience?  Is your mentee expecting you to help them make career connections?  Or looking for a more social experience?  Ask your mentee what their expectations are so you know if you’re able to provide that type of mentoring. You may want to assist your mentee using executive coaching skills. Coaching is about trusting the “client” to have their own answers.  Ask open ended questions to draw out the mentees own thinking on their challenges. Coaching can also include setting specific objectives and creating a plan to get there; maybe that would serve your mentee as well.


Checking In

Finally, in between meetings with your mentee, don’t forget to check in. Your mentee could be struggling to complete a certain task in the workplace, or you might realize your goals have been accomplished and frequent meetings may come to an end. Whatever it may be, making sure both parties are on the same page throughout the relationship is key.

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