It's fair to say that millennials have a bit of a bad rap in the workplace. "They're not loyal" or "they're lazy" or "they want a trophy just for showing up" all dominate the discussion around this generation.

Often, it's the older generation claiming millennials have a misplaced sense of entitlement and are difficult to work with. 

With expert advice from the Director of Real Estate Career Developers, Melissa Karatjas, we gathered our top takeaways on how to manage millennials.

1. Set clear expectations for success

"It is important to do this from the very start of the candidate’s employment," Ms Karatjas said.

"Be specific with your expectations and the response is more likely to be what you expect."

2. Onboarding and training

They're the most tech-savvy generation and are used to being able to find out anything they want at the click of a button - so employers should make sure they're given all the information they need at the start.

"Make sure you provide the correct tools for training. People nowadays are used to being able to reach information at the tip of their fingers thanks to Google," Ms Karatjas said.

"It is important that you provide an appropriate induction, access to training and the necessary processes and procedures for success."

3. What do they need to know to succeed

While being glued to their phone is a millennial's natural habitat, millennials still find it easier to better understand their role by talking face-to-face.

"Millennials are more relationship focused than any other generation. This may be a shock as I often hear phrases like “millennial’s hide behind their computer screens and devices.

"Whilst this may be true, they are more effective in keeping in consistent communication and understanding people."

4. Keep staff engaged

“That’s the way we’ve always done it" is a sure-fire way to get your millennial staff to jump ship. 

Millennials are creative thinkers and want to try new things.

"Ask for their opinions so they feel valued within the business, young people will often have great ideas and suggestions for improvements."

5. Coaching and ongoing feedback

Millennials all over are rolling their eyes at your annual performance review process.

Why wait an entire year to give feedback on performance? Millennials want frequent feedback from their managers. Ms Karatjas says not only does this increase their level of engagement, but it also improves their performance.

"Feedback is best given frequently, timely and informally. This is proven to be great for staff motivation," Ms Karatjas said.

6. Figure out what drives your staff

Whether its being able to work from home, a fun company culture, opportunity for development, or having shared company values, Ms Karatjas says it's important to work out what drives your millennial staff.

"What would make them loyal to you? This is different and needs to be individualised to each person. We cannot presume that everyone is driven by finances. Many people are motivated more by the ability to work flexible hours or to have a clear pathway to promotion.

"Surprise, surprise... everyone is different!"

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