Do millennia change when they become leaders? – 19/05/2019

Although for the moment in Argentina only occupy 25% of management positionsa long time ago, they stopped being the "newcomers" of companies. The Millennials, or Generation Y, who demanded horizontality, flexibility, closeness and accompaniment of their development compared to those who were their bosses, do they hold these values ​​now that they? they are part of the leadership in companies?

The answer, according to specialists, is "enough". Although, beyond the generational merits, changes to more open and much more supportive leadership styles in "soft skills"to accompany changes of all kinds in the economy and the labor market. And this generation had to embody them.

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Although the academic literature does not agree on the beginning and end of each generation, for the purpose of this note, the Y will be understood as that born between 1980 and 2000. It should also be noted that Attributing homogeneous characteristics to an entire generation is a generalization that excludes fundamental factors, such as socio-economic differences. That's why, when we talk about millennials, they are usually described the "ways of being" young people who have access to higher education and professional jobs.

A large part of this generation joined the labor market at the turn of the millennium and today Many of them are between 30 and 39 years old and have already progressed in their careers. The "Millennials Careers: Vision 2020" study of Manpower-Group ensures that this generation (which they count to those born in 1996) will represent the 35% of the world's workforce. It will be equal to the generation X ratio and there will be few baby boomers (6%). The new ones will be the Z (which this study recognizes as being those born in 1997), with 24%.

According to a survey conducted by PageGroup, a consulting firm specializing in executive recruitment, 75% of searches for middle and high management positions are covered by professionals who are not millennia old. However, Generation Y gaining access to these positions is highly valued: in a survey of 4,000 employees in the private sector, 83% considered their relationship with Y leaders to be very good or good. 15% considered it as regular and only 3% as bad.

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"The reality is that organizations have adapted to a certain flattening of the structure and have had to evolve, and many management profiles, regardless of their generation, have evolved into this more collaborative style of leadership," said Martin Gerding. , senior director of PageGrupo.

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"The leaders of this generation They know that their place is not guaranteedyou must win it. It's like an election with a vote: a boss is elected for the first time by the organization, but the second round takes place when the team decides that the boss will be their leader, "said Verónica Carabajal, director of the cabinet of Ocho Trazos, a consultant specializing in innovation in human resources.According to the expert, members of Generation Y "are clearly aware that they are not there simply to exert power, but to inspire and motivate things so that they happen, "he adds.

Carabajal worked for 20 years at Unilever HR. In collaboration with Melina Cao and Carolina Levin, respectively director of human resources and market leader Consumer Insight, they have developed a survey on Generation Y. Results of this work they were reflected in the book Less respect than I am your boss.

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Can these new leaders really maintain horizontal workspaces? "It depends on how you define horizontality," says Cao. "This is not a place where everyone is equal: the boss conducts performance appraisal, decides on a salary increase, modifies goals," illustrates the project. Therefore, it is not a matter of ignoring these responsibilities, but of "how daily life is managed"He adds.

According to the authors, millennial leaders adhere to the precept of being very close to their teams: "close to solving tasks, with free access to their offices and allowing personal connection," they describe. "In everyday work, not only is it work, but proximity means that I know you, that I know your life, that you know mine. Consultation spaces can go beyond professional problems when there is a real interest of the person in charge, "explains Levin.

Another virtue of leadership that benefits the entire company is co-creation. "The decision is in the head, but open the consultation, give value to the opinion of all, aware that they can add value, enrich and even change course, is a virtue of these very necessary leaders in a world of uncertainty, "adds Carabajal.

Same opinion Margarita Mayo, PhD and Professor of Leadership at the IE Business School in Madrid: "One of the most important changes is the employee empowerment. More and more companies are enabling their employees to participate in decision-making processes. Millennials encourage and support these changes when they become leaders. "

For this reason, the "command and command" style is replaced by a more collaborative style. "Leadership is less and less based on position or title, but on respect and trust towards the leader." Of course, there are also weaknesses: "It appears from the research that the Millennials have difficulty delegating and giving negative feedback.Sometimes, the proximity is against the other to say what it is must improve, "says Carabajal. This is especially true when it comes to giving feedback that points to the characteristics of the personality.

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One hypothesis exposed in the book is that "the more symmetrical framing that they badociate with their teams makes it difficult for them to badume the distance that involves looking at features that are more like the other than their results." .

Over the years

Baby boomers: They are those born during the contemporary baby boom and after the Second World War, between 1946 and 1964.

Generation X: Generation that includes people born in the 60s and until the late 70s.

Generation y: Also called millennium. This includes people born in the early 1980s to the year 2000. Their presence expands in managerial positions.

Generation Z: Generation Z or "centenarian" corresponds to those born since the turn of the millennium. We do not define what would be the end of this generation. The elderly among them are starting to enter the job market.