Millennial team engagement is not an option for progressive executives who have their eyes on the prize of bigger profits. Ignoring or delaying it is like ignoring 80 million elephants in your front yard.
There are 80 million Millennials–young people born between the mid-1980s and 2000.
For many of us, they’re our kids. Some of us love them as grandkids. For all us, they are an asset we need to value. The first step in the workplace is Millennial team engagement.
Redfin recently invited Magnovo to conduct a DISC training workshop with 30 Millennial members of their marketing team. They’d just lost their on-staff DISC expert and needed us to fill in. With only 6 days notice, Magnovo facilitators pulled together and conducted a stellar 4-hour workshop.
Redfin is a technology-powered real estate brokerage firm. Their mission: to redefine real estate in the customer’s favor.
And their technological innovations are key because:
- They free the agents to focus on customer service.
- They drive the quality of the customer experience up while driving costs and fees down.
It’s all about making sure each customer has a perfect experience. They even pay agents a bonus for customer satisfaction! With 80,000 satisfied customers and $47 billion in home sales, it sounds like mission accomplished.
“Emergency” Millennial team engagement
Our collaboration with Redfin was a rare instance in which EMS stood for “emergency Magnovo service.” And we were happy to come to the rescue. Our approach was simple but compelling. We combined DISC discovery training techniques with workshop exercises and activities that supported and reinforced DISC concepts.
We were flexible, and we were on top of our A-game. That’s what it’s going to take for companies to work successfully with these young people. And our experience has been that they’re well worth the effort.
And it does take effort. It takes a shift in perspective and a lot of self-awareness.
Millennial team engagement and personality types
On the DISC personality spectrum, most Baby Boomers in the workplace are S-types. That means they are not particularly adventurous. They are stable, predictable, stay-the-course types. Translation: they don’t always embrace changing the course.
At work, they are dependable, patient and great listeners. They multi-task with ease and like to stick to each task until it’s done!
Millennials, on the other hand, are I-styles or Influencers. A recent study revealed that I-styles outnumber S-styles in the workplace today. Influencers are expressive, emotional, social, visionary, and energetic. Some of their Baby Boomer bosses may get tired just reading this short list of adjectives.
But the fact is that they can exploit some of their own S-type characteristics to learn how to work with these energizer-bunnies. For example, a Millennial with an adventurous idea could benefit from a Baby Boomer’s patience and stability to see it through to the end.
We talked to the Redfin staffers about how to shift their perspective on their approach to teambuilding to become less “generationally focused” and more inclusive and accepting. There doesn’t have to be a generation gap if you learn how to bridge it. But you have to be willing to bridge it!