In this blog series, we focus on insights from millennials and how you can attract millennials to manufacturing. We have discussed perks that Millennials look for in a company and how millennials thrive in an intimate work environment . It is important to Millennials that they feel like a person, not a number and today we will discuss Millennials desire for frequent feedback.
Like most new Millennials in manufacturing, Murphy has very little manufacturing experience. He’s extremely motivated to do a great job, though, and doesn’t believe that his lack of experience will hinder him from becoming a great employee. He wants to make sure he’s given enough direction that he can competently perform his duties, and he has a desire to know what he’s doing well and what needs improvement.
Why Murphy’s Concern Matters
Many employees might get anxious around the word feedback, even though Millennials like Murphy thrive on it. However, it’s just as vital to their success, too. When given properly, positive feedback will reinforce strengths and give employees confidence and motivation. Negative feedback is a bit trickier, but it’s necessary to provide direction when employees are failing in one or more areas.
How You Can Give Constructive Feedback
Giving positive feedback is easy. The important thing is to make sure to take the time to actually give it. When you notice your employees doing a good job, take the time to point it out and thank them. Give employees recognition amongst their peers and managers. Try to find opportunities that allow them to continue to develop and utilize their strengths.
Negative feedback can be tough, but the key is honesty and relevance. Tell them what the expectations were, and how they can meet them. Avoid vague or general criticism and provide specific points that can be improved upon. Provide this feedback immediately, before weaknesses become habits.
Make sure to involve Murphy in the process, too! You might be surprised to hear what he believes his own strengths and weaknesses are. If you’re able to get him actively thinking about his own career trajectory, he’ll be much more likely to want to stay and continue to perform!