Tips for Managing Younger Sales Reps

By Heather Baldwin

Have you recently hired Millennial sales reps? Have you also noticed that they seem to 1) require constant hand-holding and cheerleading, 2) lack the kind of work ethic you used to see in new hires, 3) repeatedly ask why things are done a certain way, and 4) project confidence but tend to crumble or become defensive when given negative feedback?

According to Amy Glass, senior facilitator at Brody Professional Development, a Jenkintown, Pennsylvania-based communication skills training company, it’s possible that these reps are simply acting their age. Millennials (anyone born between 1981 and 2000) grew up in an age in which adults overprotected their self-esteem, explains Glass. At school and on the soccer field, says Glass, “everyone was a winner,” which has led to both sweeping overconfidence as well as difficulty dealing with failure.

And what about that neediness? Bear in mind that this generation is also the first that can’t remember life without communication via computers and phones. They’re used to having constant access to the key people in their lives, so it makes sense that they expect the same level of engagement from their managers.

Here are Glass’s recommendations for managing your Millennials more effectively:

Be detailed. Millennials tend to “need a lot more direction and feedback” than you’re used to giving, says Glass. It doesn’t mean they don’t know what they’re doing. It’s just what they’re used to. When you assign tasks, make sure to do more than the usual follow-up.

“Be very hands-on, with lots of dialogue and very clear directions,” says Glass. “You’ll do more hand-holding [when managing Millenials] than in the past, and you can’t get frustrated by it.”

Mix up training. “Be prepared for very short attention spans” in the younger generation, says Glass. Instead of a 90-minute training session, a 60-minute session might get better results. During training, balance the mental load; every 8 to 10 minutes, change the way you’re presenting material. Move between PowerPoint, whiteboards, role-playing, slideshows, and other means of educating your Milliennials to hold their attention longer.

Pair them with a Boomer. When possible, team your Millennials with your Boomers (anyone 51 to 69 years old). Boomers are often at a point in their lives where they want to give back, says Glass. They can provide the hands-on coaching and feedback your Millennials crave while fulfilling their own desire to mentor younger workers.