Before you managed employees, your primary focus was on your own performance. You knew why you woke up early, braved the traffic, and got to work every day—whether it was career progression, personal ambition, or simply financial gain. But now, the game has changed. You have a team of employees to lead, and they are not just any employees, they are Millennials. The question that inevitably arises is: how do you inspire them to perform at a high level? How do you instil the same level of eagerness and drive that propels you?
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The key lies in understanding that everyone is “uniquely different,” with their own set of reasons and motivations. Just as 200 passengers on a flight from Los Angeles to New York are all heading to the same destination but for 200 different reasons, your employees may share the same job title but their motivations for coming to work each day will be vastly different.
The Myth of One-Size-Fits-All Motivation
One of the most common managerial pitfalls is projecting your own reasons for working onto your employees. Just because certain factors drive you to perform doesn’t mean those same factors will work for everyone else. As a leader, it’s crucial to uncover the individual motivations of each of your employees. What are their personal, long, medium, and short-term goals? What drives them to get up in the morning and give their best at work?
To discover this, you need to adopt an approach that fosters open communication and trust. Your employees need to feel that they can safely share their aspirations, motivations, and challenges with you. This begins with building a culture of approachability, where employees know they can speak up without fear of judgement.
Inspiring vs. Motivating
One of the most significant shifts you need to make as a leader is moving from a mindset of motivation to one of inspiration. Motivation is external—it’s about trying to push someone to do something, often by offering a reward. Inspiration, however, comes from within. It’s about lighting a fire inside someone, igniting their internal drive, and aligning their personal goals with the goals of the organisation.
Millennials, in particular, respond better to inspiration than traditional motivation. This generation is known for seeking meaning and purpose in their work. They want to know that what they’re doing has a positive impact, not just on the company but on society at large.
Job Security vs. Career Security
Another important distinction to understand is the difference between a “job security mindset” and a “career security mindset.” In the past, employees may have focused on job security—staying in one place for a long time and climbing the corporate ladder. But Millennials are more concerned with career security, which means they value skills, experiences, and opportunities for personal growth over simply staying in one job.
This generation tends to be less focused on job titles and more interested in continuous learning, adaptability, and work that aligns with their values. As a leader, it’s important to cater to this mindset by providing opportunities for learning and development, rather than just focusing on job stability.
Income vs. Meaning
Closely tied to the concept of career security is the distinction between “income” and “meaning.” While a competitive salary is important, Millennials place a higher value on meaning and purpose in their work. They want to feel that their work matters and contributes to a greater cause.
This doesn’t mean that money isn’t important, but it does mean that financial incentives alone won’t be enough to inspire sustained high performance. You need to go beyond monetary incentives to tap into the deeper motivations that drive your employees.
The Power of Non-Monetary Motivators
So, if money isn’t the key driver, what is? Let’s take a page from consumer psychology. When people make purchases, they aren’t always driven by price alone. They are often motivated by factors like convenience, personal fulfilment, or alignment with their values. In the same way, your employees will have motivations that extend beyond a pay check.
Some of the most effective non-monetary motivators include:
- Recognition and Appreciation: Everyone likes to be acknowledged for their hard work. Simple gestures of recognition can go a long way in making employees feel valued.
- Growth Opportunities: Offering opportunities for personal and professional development is a powerful motivator. This could be in the form of training, mentorship, or giving employees the chance to take on new challenges.
- Autonomy: Giving employees a sense of control over their work can increase engagement. When employees feel trusted to make decisions, they are more likely to take ownership of their tasks and perform at a high level.
- Work-Life Balance: Millennials value flexibility and work-life balance. Providing flexible working hours or remote work options can enhance their satisfaction and commitment.
- Purpose and Impact: Employees want to feel that their work has a broader meaning. This is especially true for Millennials, who often seek out companies that align with their personal values. Highlighting the positive impact of their work on society, the environment, or the community can be a strong motivator.
How to Uncover Individual Motivations
Now that you understand the importance of non-monetary motivators, the next step is figuring out what drives each of your employees. Start by having open, honest conversations with them. Ask them about their personal goals, what they enjoy most about their work, and what challenges they face.
You could also conduct regular one-on-one meetings or surveys to gather this information. The key is to listen carefully and create a space where employees feel comfortable sharing their true motivations. Once you have a clearer picture of what drives each person, you can tailor your leadership approach to meet their individual needs.
Inspiring High Performance
In summary, leading Millennial employees requires a nuanced approach that goes beyond traditional motivators like money and job security. To inspire high performance, you need to understand the unique reasons that drive each employee and tap into their personal “What’s In It For Me?” This means focusing on non-monetary motivators such as recognition, growth opportunities, and a sense of purpose.
When you create a workplace where employees feel genuinely listened to, valued, and motivated, you’ll start to see them thrive. They’ll bring their best selves to work, and as a result, you’ll build a high-performing team that’s excited to help drive the organisation forward.
