Millennials are now reigning the workforce. This could imply two sides of a coin, whether employers would warmly welcome them or being overwhelmed to control the new workforce. The millennials’ demands, preferences on job and need for benefits orientation have been modified through time, growing up with things smarter than teddy bears or flying kites. In this fast-paced information age, millennials have grown up using high-end technologies, Smartphones and Gadgets.
Labelling the Gen Next Right: The Millennials
Managing and retaining millennial talent within companies and nurturing their career progression goals through continuous learning and development is one of the major challenges faced by HR professionals today. According to a study published by U.S Chamber of Commerce Foundation, some labels have been assigned to this generation.
Human brains have evolved through time and scientific studies have proved this. The millennials as such have been born with high intellectual capacities and competencies. However, they got engaged with life’s workings much earlier – doing homework, watching Television and playing games, all accomplished simultaneously as the same time.
Hence, as these generations penetrate the workforce, they are ready to perform multitasking jobs and seem to be excel into multitask management with better focus, higher concentration levels and attention span.
While generations from the past, hold on to strong views about racial differences, beliefs and culture, the pace of technological advancement today has blurred boundaries and people are more welcoming to embrace change. However, Millennials fortunately do not inherit those perceptions. This generation is known to be tolerable, understanding and aware about racisms and cultural differences, both physical and social phenomenon.
The Millennials are labelled as overly self-confident and self-absorbed. They seem to be really skilled at self-expression. According to statistical findings from the study, 75% Millennials create a profile on social networking sites, 20% post a video of themselves online, 38% have one to six tattooes and 23% are up for piercing in some parts of their bodies.
The Millennials are highly exposed to televisions (65%) and Internet (59%) followed by printed media like newspaper (24%) and radio (18%). The thoughts, ideas and views garnered through these different mediums help shape their perceptions, beliefs and attitudes for life and work.
How to Manage the Millennial Talent?
Special generation needs special treatments to derive the most optimal performance at work. Here are some tips to manage the millennials at work:
While older workers believe in fully submitting themselves to the best interest of their employers, this doesn’t work well with the Millennials today. This generation is demanding, needs adequate pay to cover the bills and is in search of passionate work-life balance.
However, feeling valued for their contributions and performance at work is essential for millennials. It is extremely important for employers hiring millennial talent to make them feel valued at work.
A strongly held social stigma is that Millennials are great job hoppers. As true as this might seem, it is far from being an accurate portrayal for defining this next generation of the workforce. Millennials love to take up new challenges on job.
They are on constant lookout for opportunities that not just meet their middle-term goals but also helps them secure a reputed position with an organisation in the longer run. They are keenly focused, self-driven and certain about what they want, seek and find means to fulfil their dreams.
The Millennials are creative and innovative, however this talent has to be groomed to assume leadership roles through continuous L&D programs and mentorship. The employers should lead by example and set clear expectations from this budding Gen Z.
With an open purview on life, Millennials will easily register the workings and expect employer’s timely guidance for personal and professional development at all times. They highly value mentorship and learning experiences on job.
While every company might appreciate a full-time workforce, that can be constantly monitored. The Gen Z expect trust from the employer and are willing to explore work-from-home options or flexible schedules to strike a careful work-life balance.
Q&A is considered to be essential as Millennials love to share their opinions. Throw a question about their opinions, and they start feeling appreciated and valued. Also questions will help employers garner thoughts on out-of-the-box ideas and concepts for creative execution of projects and fresh new perspectives of looking at situations.
The Millennials are glad to showcase their ideas. However, if an employer doesn’t agree with the ideas or suggestions on a project, it is always advisable to state reasons, explain and politely disagree with a good attitude.
Constructive criticism is appreciated by the millennials, however apt reasons need to be cited. These are hard to convince generations especially with the flow of information available in this age. They are well-aware of the workings. Hence, employers need to tread a cautious approach when saying “No” or refusing to accept an idea.