How to Use FOMO to Inspire Millennial Leaders

From Facebook to Email, Instagram to YouTube, and Snapchat to LinkedIn, the average U.S. millennial spends over three hours a day on his or her cell phone.[i] On top of that, millennials check their phone a whopping 157 times a day, and over two-thirds of them check social media on a daily basis.

Millennial Experts note that the nature of social media displaying people’s best moments has created a mass “highlight reel.” Millennials are bombarded with snippets of the good life, from snap chats of parties, Instagram posts of tasty meals and drinks, and Facebook photos of vacations in Cabo. The constant exposure to picture perfect moments, which are highlighted all over social media, has created a culture of FOMO (Fear Of Missing Out) among millennials.

Millennials see images and videos of experiences that look cool, so they desire to experience them as well. 69% of millennials experience FOMO when they can’t attend something that their family or friends are going to.[ii] In other words, millennials want to be a part of the action. All the time. They don’t want to miss out on anything exciting.

As a manger (aka Millennial coach), you can tap into millennial’s FOMO and use it as an advantage. You can use FOMO to benefit your company, your millennials, and your leadership.

How?

Create a kickass company culture and corporate leadership program that millennials want to be a part of and will have FOMO on what your company has to offer them.

Be the Best Boss Millennial Coach You Can Be

In order to leverage millennials’ FOMO to your advantage, coach them by understanding what they need and want in the first place. The old-style boss obsessed with command and control is a thing of the past. Millennials want managers who can provide leadership development and coach them, teach them valuable skills, and help them grow. Millennials want managers who genuinely care about them and their professional development.

How are you showing up as a manager? Are your millennial workers comfortable communicating with you and speaking up? Do they know you care about them?

Make an effort to coach and mentor millennials by creating one-on-one meetings. Actively engage with them by asking questions and giving routine feedback. Expert Millennial coaches know more that interaction leads to better engagement. Take the initiative to foster the relationship and don’t wait for them to come to you (hint: they won’t come to you unless you take action first…they’re scared to ask for feedback. [iii]) By proactively providing learning opportunities and by being there for your millennials, they will know you care.

Create a Lean In Culture

Millennials desire professional collaboration and development. Understanding this as a manager, you can create a culture that fosters intreprenuership within your company so millennials can take initiative and be inspired to innovate within your company. Give them the tools so they can grow and actively be and feel a part of your company’s development.

Millennials want to be a part of everything, especially the “next best thing.” As a manager, create the space for millennials to do so within your company. This will make them feel more connected with your company and mission, as well as empower them and increase their desire to be there.

Show an Alluring Long Term Vision

Millennials are the most likely generation to switch jobs.[iv] Why? Part of it is due to “destination syndrome.” If their current job isn’t satisfying them, they’ll hop to a new job in hopes of attaining satisfaction there. They are scared of “missing out” (“FOMO”) on all the opportunity they feel is available to them with an amazing corporate development program where young people can learn and grow.

To solve this gap, be the best millennial coach you can be. How? By being transparent and painting a clear picture of what millennials will gain from being with your company. What career skills will they learn? Will they be able to create a social impact/purpose  (and see it and feel it tangibly)? What mobility and opportunity do they have to become leaders and innovate within the company?

Entrepreneurship, collaboration, growth, mobility, and purposeful work are important to Millennial leaders. By showing how millennials can have and do these things at your company, they will want to stay and be fearful of missing out on such amazing opportunities.

Time spent online and on social media is only going to increase in the coming years. FOMO is a natural byproduct from our social media culture, and it’s up to you as a manager to use it to your advantage.

Coach your millennials and show them that you care. Engage and interact with them often. Design a lean in culture that encourages intreprenuership and growth—a culture millennials want to be a part of. Demonstrate the value, success, and opportunity millennials will gain from staying with your company over the long term. Do this, and millennials will have FOMO on the amazing chance they have to be a part of your company.

Interested in learning more about engaging millennials and inspiring them to become leaders of the future? Check out the related article “Employee vs. Entrepreneur: 4 Great Ideas to Foster Millennial Entrepreneurs Within Your Company”

    

 

 

 

[i] https://thejournal.com/articles/2015/12/01/study-millennials-spend-more-than-3-hours-a-day-on-mobile-phones.aspx

[ii] https://www.entrepreneur.com/article/237566

[iii] http://www.gallup.com/businessjournal/192038/managers-millennials-feedback-won-ask.aspx

[iv] http://www.gallup.com/businessjournal/191459/millennials-job-hopping-generation.aspx