Managers over the years have used several motivational techniques to deal with the motivational levels and morale of their workforce. Theories and strategies, new and old have failed to motivate millennials, though. At least that is what everyone has to say about millennials which has led to the word becoming stereotypical of being lazy and extremely hard to motivate. But that is exactly what they fail to understand (the managers and people who judge), that is the fact that they are not hard to motivate at all.

The traits of millennials are often very similar which is why they have become a stereotype, but those very millennials have gone on to find billion dollar companies and single-handedly change the business world. Now, when it comes to motivating them, managers believe it is an extremely hard task as the traditional strategies don’t always work on the newer generations of people joining the workforce.

In my opinion, what motivates millennials is not just what the theories state, but the freedom and autonomy to do their own thing. Growing up watching other people just like them do so well and completely change the world through an idea, breeding entrepreneurship, almost every millennial wants to be an intrapreneur in their own way, which is why one of the only ways to motivate millennial employees is to get to know them better, apply the same strategies, but also give some kind of freedom and autonomy in their work, which will help them channel their positive energies and provide ideas and improve flow of work and thought, which in turn is more beneficial for the firm. Hence, allowing employee feedback and vocalization is one of the biggest ways to handle millennial workers in today’s day and age.

In the end, the stereotype will never break, but the motivation required will need to be addressed and someone will have to come up with theories on how to do so as theories are becoming outdated.[i]

[i] Gasca, Peter. “How to Motivate Millennials, By Millennials.” Entrepreneur. Entrepreneur Media, Inc., 16 Feb. 2016. Web. 06 Feb. 2017. <https://www.entrepreneur.com/article/270764>.

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