According to the Global Shapers Annual Survey 2015 conducted by The World Economic Forum, there are three things that millennials are looking for in an employer. The survey revealed that the chance of career advancement was the top attribute of the surveyed millennials. 48% chose it among their top three attributes of what they would like from an employer.

The second most important thing for millennials surveyed was the company culture, with 38% saying it made a difference.

Training and development opportunities were the third most important attribute, with 32% choosing it.

I am not surprised by any of these survey results as I think it’s vital that companies understand that Millennials really do want to accomplish great things and add value to the companies for whom they work. This being the case, it’s in the best interest of their managers to support their goals and leverage the strengths offered by their skill sets and for me, that means spotting coaching opportunities.

Spot coaching opportunities

I know from my own experience that millennials respond better to the idea of being coached than being told to just “do it”. They like to work collaboratively and like to be given a degree of autonomy. He knows I respond better to a coach than I do to a director. So instead of telling your employees to “figure it out” and come back with a final product, consider building in additional sessions for brainstorming and feedback; they respond well to being coached.

But don’t think you can only coach at certain times, like when there’s a problem, or when delegating a task or when working with a new member of staff.

This is so NOT TRUE!

Coaching uses the workplace to provide in the job development and that’s what ticks the millennial’s box.

You need to take literally every task that needs to be done as a potential coaching opportunity to develop someone who may be a potential high performer or simply to broaden the skill base.

Here are 4 ways to spot on-job coaching opportunities which could well tick all the Millennials’ boxes:-

1.Turn on your radar

You have a great opportunity to provide coaching whenever:-

One of your millennials says “I don’t know how to do that.”

Your opinion is asked for on a decision or required – “What should I do?”

You notice a task that could be done better, quicker or cheaper.

Mistakes are being made.

People are looking for more challenges in their work.

A good coach has their ‘radar’ constantly tuned into these, and is always looking out for appropriate opportunities.

2.Day-to-Day Tasks

If you choose to see them this way, virtually all the day-to-day tasks, routines and activities of your team are coaching opportunities to extend the skill base and capabilities of your millennials.

A good coach often thinks in terms of results to be achieved, not just the tasks to be done. And a millennial wants this too – they want to be more than just ‘do-ers.’

3.Job changes

Great coaching opportunities often arise following or prior to promotions or changes in job responsibilities and duties.

Many people are promoted because of their competence and good performance in their current job. However, a promotion to a new role will often require them to develop a whole new set of different skills in their new role. For example, a great salesperson doesn’t necessarily make a great sales manager!

Your coaching will help people to ‘hit the ground running’ and become more confident and capable to take on any changes presented by their new job roles.

4.Projects

Great coaching opportunities often arise during projects or the introduction of new systems, procedures or equipment.

Right from the outset, you can give someone a significant role and support them alongside with your coaching. These may be ‘one offs’ or become a regular feature of how the team operates.

The projects may be company-wide initiatives or something more low-key that you can instigate at a local level to target a particular issue you have identified (i.e. improving product knowledge, reducing our costs, growing our sales or developing a new service etc.).

Remember, the millennial workers are here to stay. And if you can manage to tap their talent and drive, your company will have a serious competitive advantage. You need to be flexible and supportive; you’ll be amazed by their potential to deliver some really great results.