Millennials realize that their need for social interaction, immediate results in their work, and desire for speedy advancement may be seen as weaknesses by older colleagues. They are the largest age group to emerge since the baby boomers. That is why employers will have to come up with strategies that will cultivate and retain the best millennial employees.

Millennials have developed into a group that wants to work on new and tough problems, and ones that require creative solutions. They are creating a change in how work gets done, as they work more in teams and use more technology. Millennials are also interested in feedback on their performance. They want to know when they’ve done a good job, and they want to know NOW. But Feedback needs to be clear and specific in order to be effective. But often, Millennials are seeing as impatient, entitled, arrogant, and self-centered. Usually because cultural differences in generations. But Millennials are a generation with an innate desire to make a difference and have an impact on the world around them.

It is critical for organizations to dedicate time to understand these new group of employees and define which drivers they can adjust to increase their engagement, and which drivers they must protect to prevent the opposite impacting other generations. Generation gaps DO EXIST, and today is not enough to have only one engagement strategy. But the truth is that if you’re managing your staff correctly, it should not matter when they were born.

Bottom line: We are all humans, and people need to feel that they are being treated with respect and that their contribution is being recognized. So, as leaders we should measure their impact on the team, use positive re-enforcement, recognize them when they do something right and, specially, Manage expectations.