4 human resources management tips for the millennial boss


Many millennials, including me, are now in leadership positions that require them to supervise staff members, some of whom are older than them.

Unfortunately, most new managers do not necessarily receive formal training in people management. Much of what I have learned about supervision has come from trusted mentors, confidants, and most importantly, experience.

Are you a millennial who is feeling a little unsure or overwhelmed by your new supervisory role? Here are four key tips.

1. Get to Know Your Staff Really

When you start a new role, set up one-on-one meetings with your staff. Ask them what they like and what they don’t like. Find out how they like to be managed and how they thrive. What makes them frustrated at work?

Ask them to recall a time when they felt supported by a supervisor and a time when they felt the least supported.

Ask them what their goals are and where they see themselves in three to five years.

It helps you better understand who they are, how they work and what they need from you to be the best they can be. He also communicates to them that their supervisor is investing in getting to know them.

2. Know yourself and set expectations

I’ve always believed that some of the best supervisors know not only their employees but themselves. Take the time to make an honest assessment of who you are and how you would like to lead. Do you like to think about decisions before making them? Are you a leader who clearly articulates deadlines to employees? It is important to know who you are, what motivates you and what you will not tolerate as a leader.

Great leaders set clear expectations and communicate those expectations to their staff.

3. Use inclusive language when talking about staff

It has recently become clear to me that people judge you by how you talk about your staff. A coworker pointed out that I never used phrases like “those people under me” or “I’m their boss”. Even though I didn’t really know the language I was using, I strive to make everyone feel valued and considered an equal contributor. In informal meetings and conversations, I use words and phrases like “coworkers”, “the staff I support” or “the staff who work with me”.

Leaders who use inclusive language communicate their ability to create a team-oriented culture.

4. Boast humbly but do it frequently

In a world that constantly doubts its credibility, you need to prove your belonging and show your worth in the workplace. It means highlighting what you do well as often as possible. When you and / or your team achieve notable accomplishments, talk to people about it. Share them on LinkedIn, your personal website, social media, or your workplace newsletter. This helps create a trail for success and also signals to others the value you and your team bring.

Supervising people comes with a lot of challenges, but it’s very rewarding. Even if you are young, you can still make an impact and earn the respect of the team.

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