By Lynn Schleeter

They’re so high maintenance! That’s what one manager recently shared with me about how much time she spends onboarding new Gen Y team members and wonders: Is it worth it?

The college graduates who have arrived on corporate doorsteps since early 2000 have high expectations in one hand and high potential for productivity in the other. They are known as a demanding generation of workers. Companies are grappling with how to manage those who grew up receiving trophies just for showing up at a soccer game or band concert!

Managers reply they can’t relate and don’t understand Gen Yer’s — also known as Millennials — born between 1981 and 1999. The key to leveraging this new talent and productivity is to focus their behaviors on business goals and set metrics for results. The paradigm shift to tap their creativity and technological savvy is imperative. Based on Center for Sales Innovation research and my experience coaching college students and graduates, here are a few recommendations for managers who need to make the shift:

Just-in-time mentality: Provide plenty of structure for expectations

Remember: They were raised with tremendous self esteem and the freedom to ignore limits. Some Millennials lack time management skills because parents managed their calendars. Most are great at prepping the night before an interview or presentation. A few keys:

• Support planning to master skills over time.
• Foster an understanding of how learning directly leads to results/next project.
• Provide immediate feedback.

Sound-bite generation: Keep content short and focused

Keep in mind that Gen Yer’s have no patience for long instructions and details. However, they need to know how an application applies specifically to their jobs and projects. But they don’t want knowledge for knowledge sake — they can source it on internet. A few keys:

• Keep a career plan within their vision.
• Explain why decisions are made so they understand how their roles connect to big picture.
• Be real about instructions and set mutual expectations.

Yes, the time required to onboard new employees has shifted but the payoff is building high energy, local and global citizens who are committed to making a contribution to the world. Every manager’s challenge is to help Gen Yer’s figure out how the job fits into their life plan!