leader, millennials, motivate, tips, customize, mentoring, feedback, offering, ryan, people, loves, mentor, appreciation, employees, yearly, baby boomers, move, manage, latin, company
John Lund, Ryan Avery
John Lund 00:03
Hello, and welcome to MYB2BCOACH five tips. Super excited to have Ryan Avery, one of my favorite speakers that I've seen. So, Ryan, I know you'd love to share and use some great tips on millennials. So go right ahead and share your five tips.
Ryan Avery 00:19
Okay, tip number one it's right in the title of the book Motivating Millennials. One difference that differentiates a leader versus the leader in this new world is a leader manages their team, the leader motivates their team. Okay, tip number one, we don't want to manage people anymore. You can manage your spreadsheets, you can manage your budgets, [but] people don't want to be managed, they want to feel motivated. So we can motivate them through stories, through personal experiences to finding out what gets them to move and that is the definition of motivation. By definition, motive if you break it down motive is the Latin prefix for to move. And then ation is a suffix and Latin for action. So literally, by definition, it literally means moving someone to action. So finding out what gets your people to move is the first tip. We want to be motivating. We don't want to be managers.
The second thing that's really important tip wise that I would recommend is the number one reason why we're seeing good people leave, according to open source is because they stopped feeling appreciated at work. Okay, so here's one of the differences between a leader and the leader is a leader will generalize their appreciation, the leader will customize their appreciation. Okay, so what we see and what we know working with teams is it is a lot less expensive to the company, a lot more impactful to the team when you customize the appreciation for the individuals when they do a good job or when you want to recognize them. When someone let's say for example, instead of giving them a big bonus or doing something big like everybody else gets, if you know what motivates them, they like to run and they have a race coming up and you customize it, buy paying their race entry, that's a couple hundred bucks, you are going to motivate that employee. You're also going to let them know that you paid attention to them and their interest. So how can you customize the appreciation based off of what gets them to move?
Tip number three, this one's a big one for a lot of people, especially baby boomers who are in charge or who are leading. It's this concept in my book called Motivating Millennials that I go through. And it's generational shapes. And what I talked about is there's one difference between a leader and the leader based off of the shape that you are and based off of what generation you belong to. But one difference is, you know, a leader, they like to move up. The leader likes to move around. Okay, and so this is a big distinction between how we used to motivate our team, we used to say, here's the promotion. Here's the thing that we're going to give you, you know, a couple more years and you can get up here. Well, what millennials don't necessarily want, they don't want to go up here. Hear what they want is I want to try sales, I want to try marketing, I want to try HR. I want to move around within the company and then I will find and understand what my true purpose and passion is. And that's when I'll really want to get deeper and find out more and go to conferences based off of what I've done because I've moved around a lot. Okay, so where are you offering opportunities for your team to move around within the company to try different things so they stay at the company, but ultimately find out what it is that they're really good at and then can make you the best leader as well.
Okay, here's one of my biggest pet peeves when it comes to anyone really I know. I talk a lot about millennials but this is anyone in general. This is Tip number four. A leader offers yearly reviews. The leader offers consistent mentoring. Okay, very different. All right. So I relate it back to let's say my daughter, let's say she plays basketball and she comes up to me after the game. She goes, ‘Hey, Dad, how did I do?’ And I go, ‘You know what? I'll tell you in December’, right? Like that would make no sense I would give her the feedback right away. And this is what we, we want it from our direct leaders, right? We want that mentoring. We want that feedback. We want that opportunity to grow in the moment. These yearly reviews, these quarterly reviews are insane to me, okay. What we want is to consistently mentor our people to be better. And there's a variety of ways you can mentor you can do peer mentoring, networking, mentoring, reverse mentoring, traditional mentoring. There's so many ways to mentor. So do you have mentoring set in place, so you're constantly offering feedback to your employees.
And that is tip number five, understanding the difference between feedback versus opinions. Okay. What happens is a lot of leaders give opinions what people want our feedback. What's the difference? Opinion is an observation without a how or a why attached to it. Okay? Feedback [is] observation with a how and why attached to it. Now, according to Forbes 60% of American employees want more feedback from their direct leaders. So even if you are giving feedback, people want more of it. So really think about this, okay, and these five tips consider who you are and your leadership abilities and who you are as the leader. Do you want to be this manager who generalizes appreciation, gets people to move up in the company, does these yearly reviews, and offers opinions all the time. Or do you want to be the leader and you're motivated and you're customizing appreciation. You're getting people to move around so they really find out what they are good at. You are offering consistent mentoring through developing your people and you are offering them feedback so they get better every single day. I know what type of leader I want to be. And this can relate back to whether you're motivating millennials, baby boomers, Gen X's. We as leaders, get people to move people to action. That's our job. So those would be my five tips: motivate, customize, move around, consistent mentoring and feedback would be my five tips.
That is great. Those are fantastic tips. I really like the customizing. And I like the example of the race. I think sometimes people think too, not too big isn't the right word. But they overthink it could use some other examples of simple customization.
Yeah absolutely. My assistant, she loves chocolate chip cookies. And so I a couple weeks ago, I see the best chocolate chip cookie recipe in New York. I send this to her and I sent her a $10 gift card to her local grocery store and I said hey, if you have time to make these for your kiddos this weekend, tell me how they are in our weekly meeting on Monday. Okay, one of my clients. I know that she loves to garden and you can do this with your clients who by the way, she loves to garden and so I send her a $2 packet of seeds with a handwritten note that says, hey, I hope these brighten up your day and your garden this year. I'm customizing it based off of what they like or what they want. So it lets them know I care about them. And I'm thinking about them.
That's great. Well, I want to appreciate there while I one last thing if somebody wants to get a hold of you, what's the best way to get ahold of you?
RyanAvery.com, I don't have social media. So you can contact me Ryan Avery comm you can email me. You can call me text me. I'm available.
Perfect. I appreciate it. I appreciate you being on MYB2BCOACH is five tips today.
Thanks, john. So much. Hope you have a great day.