Engaged leadership motivates emerging young leaders
In the blog post,
In my own research and experience, highly engaged Generation Y professionals are looking for an empowering and consultative leadership style which focuses on growing their knowledge and skills.
During my Masters research, I along with my colleagues F. Grenfell and V. Miltrup looked at the top 10 questions that managers could ask themselves to motivate and retain their high performing employees under 30 years old. These were:
1. Do we provide a genuine leadership style that is empowering, inclusive and consultative?
2. Do we engage in open consultative processes, providing employees opportunities to listen and ask for their opinions?
3. Do we have a reward structure that is immediate and of interest to the employee, that recognises great behaviour and strong performance?
4. Do we offer continuous training and development opportunities that are stimulating and relevant to the Generation Y employee?
5. Do we provide regular social activities that all staff can participate in and provide opportunities for the young staff to come up with the ideas and organise these social activities?
6. Do we offer mentoring programs that offer regular feedback, support and advice for staff to be successful in their job?
7. Do we recognise effort through performance based pay?
8. Do we have a greater focus on outcomes and allow some flexibility around process, emphaisising the 'why' and not the 'how'?
9. Do we offer a career management plan including personal goals, clear career pathways, skills and experience they are seeking, formal and non-formal training and development and key learning to build their resume?
10. Do we provide work/life balance solutions and opportunities to juggle personal and professional goals?
These questions are extremely useful for managers in assessing their strengths and gaps when managing their younger employees.
posted by Alicia Curtis @ 8:22 AM
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