Can Your Millennials Manage Other Millennials?


Millennials are officially the largest generation in the workforce today, and many of them have begun to push towards the rank of manager as their careers move forward. But many of them aren’t fully aware of how to oversee co-workers their own age, and this leaves them vulnerable as they step into these supervisory roles.

Luckily, there are techniques that can help your millennial managers lead other millennials. Here are a few traits and approaches that they can get the job done.

Be Observant

When a millennial (or anyone) transitions into their first management role, it is critical they pay attention to what is happening around them. No, this doesn’t mean they need to start micromanaging everyone, just that they need to be prepared to listen to the concerns of others and be open to feedback whenever the need arises.

By taking a proactive approach and ensuring they are regularly available to those they supervise, they can be more effective in their positions. And, by remaining observant, they can also spot issues before they are formally presented by a member of their team.

Learn When to Step Back

It’s common to associate age as a prerequisite for leadership roles, even if that isn’t necessarily the case. However, certain team members may have a harder time adapting to a manager that is in their age group.

While your millennial managers should understand their strengths and how their capabilities provide value to their team and the company, they also need to learn when their input isn’t going to be as helpful. Understanding when to take a step back and rely on the capabilities of your team is a critical part of being a strong leader, especially when supervising one’s peers.

Take a Proactive Role in Team Growth

In some cases, millennial workers have a hard time visualizing how to move forward in their career if there isn’t a formal plan in place. While being supportive of their growth is great, it isn’t always enough when an employee doesn’t truly know where they want to go next or aren’t entirely sure of how to get there.

As a fellow millennial, these managers are uniquely positioned to take a proactive role in the growth of their team, as they likely understand the concerns and confusion they are experiencing. Encouraging millennial managers to assume the role of mentor can be especially helpful as it shows they are invested in the success for their workers. This not only boosts team morale but can also improve retention rates and overall job satisfaction, all of which lead to higher productivity and a more successful relationship.

Define Expectations

Typically, employees want to know where they stand in the eyes of their manager, and that often requires clear expectations. New millennial managers may hesitate when it comes to defining what they expect to see, especially with their peers. But, by doing so, they keep their team aligned around the core mission and current priorities, removing some of the mystery that employees may perceive around their duties. Overall, the definitive approach is actually helpful for everyone involved and makes it easier for workers to meet the needs of their manager and the organization.

If you are looking for more information or are looking for someone to join your team, the professionals at The Advance Group can connect you with some of today’s top talent. Contact us to discuss your needs today.






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