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Millennial Managers: Why Age Shouldn't Mean Much When It Comes to Promotions

Millennial Managers: Why Age Shouldn't Mean Much When It Comes to Promotions
From Recruiter - July 22, 2016

When we think of the term millennials, we think about young kids graduating college and starting their lives. But the truth is, the oldest members of the millennial generation are in their mid-30s. They arent just starting out. Many have been out of college for a decade or more already. Theyre leading teams, running divisions, sitting at boardroom tables, and in some cases, even running their own companies.

We promote when an employee is ready, regardless of age, says Kendall Wayland, vice president of operations at Uproar PR, a public relations and communications agency that employs millennial managers. While we have managers of all ages, typically they are from the middle-to-older part of Generation Y. We look at a lot of different elements when we are getting ready to promote someone. Are they doing all necessary tasks well according to their job description? Are they taking initiative? Are they seen as a leader within the agency? Age is not a factor that plays a key role. When you are ready, you are ready.

One majordrawback of hiring a younger manager mightbe their lack of experience, but even this can be offset by the right corporate culture.

While you can be energetic and fully capable of day-to-day activities according to the job description, there are just some situations that young managers havent faced yet in their careers, says Wayland. What we like to drive home at Uproar is that you work on a team, and even managers need to know when to pull in help if they are in over their heads. We do not feel asking for help is a sign of weakness, but instead a sign of strength.

With that in mind, Wayland lays out three strengths that younger managers can bring to the table:

1.A Fondness for Change

Younger managers might not have as much experience to draw on, but they are willing to take change head on. Overall we see millennials are more optimistic about change, where older generations tend to be cautious and would rather maintain status quo, says Wayland.

2. Energy

We have found that overall, younger managers bring a higher level of enthusiasm to the job, which has a wonderful trickle-down effect on the rest of the team, Wayland says.

3. Openness to Feedback

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