millennials performance management

Advice on millennials performance management rests on generational claims that hold up poorly when examined, and acting on them can shade into treating people by age.

The observations themselves are often real. Wanting feedback more often than once a year. Wanting to know where a role leads. Being willing to move if the answer is nowhere.

The better explanation is career stage. Someone in the first ten years of working life has more to learn, less accumulated standing and more mobility. People in that position have wanted the same things for a long time.

Which is useful, because career stage is something you can design for. Age is a protected attribute and designing management practice around it is a different proposition entirely.

The Australian Human Rights Commission covers age discrimination. This is general information rather than legal advice, and obligations vary by state and territory.

See Sentrient’s performance management system and equal employment opportunity course.