Everyone is talking about the war for talent. That war is being influenced by the single largest talent pool: Millennials.
Yes, they don’t stay long in an organization. Yes, they are laidback and rebellious. But they also bring value and talent that Millennials bring to an organization. They have just what you need: innovative ideas, creativity, and the thirst for knowledge. These Millennials are optimists, they don’t back down from taking risks, they are more well-versed in technology than any of the generations preceding them—and you need all this.
But there’s an issue with the way we treat them. For years, organizations have developed set procedures and standards that govern their Human Resources departments. Anyone that doesn’t conform becomes more or less an outcast in the organization—and that’s what we’re doing with Millennials right now. That’s what makes them hop organizations every now and then—isn’t that the basic reason why you hesitate before hiring them in the first place?
So, where to begin?
Let’s start with understanding what Millennials want from you. The demands are pretty simple and straightforward:
The Millennial generation is keen on learning. Although desired and needed, a salary raise or monetary benefits will not motivate them as much as a chance to learn and improve their skills and expertise. Instead of climbing the corporate ladder, they are looking for employers that would help them progress through specific learning and development programs. This would prevent them from falling prey to stagnancy.
Regular trainings, employee development initiatives, and various certifications are things that attract Millennials to an organization and motivate them to increase their productivity.
Millennials are choosy. They don’t like the conventional 9-to-5 work day. They prefer doing things their way with flexible hours and the ability to work from home. Millennials defy number-of-hours-worked as the basic measure of productivity. For them, the quality of work delivered takes precedence over the quantity of work delivered, which is something that would raise eyebrows in most organizations. Nonetheless, Millennials wouldn’t have it any other way—they want work/life balance with their fair share of fun in it. A flexible schedule is all they ask, and it doesn’t seem like too much to ask for.
The seemingly selfish Millennials are actually big on bringing about positive change in society. In spite of limited financial resources, Millennials are still actively involved in supporting local causes and charities. They wish to see the same in the organizations they join. How your organization impacts the society around you will greatly contribute to a Millennial’s decision to join your organization. A number of modern organizations have joined hands with social causes and local charities for greater community good—any guesses why?
Millennials want a complete makeover of the corporate culture. They want conventional organizations to adapt to their agile and fast-paced lifestyle. There are organizations that have already switched gears for this paradigm shift. The change obviously doesn’t happen overnight. It takes years. Organizations need to work towards creating a system that provides Millennials with the environment where they can be themselves—enthusiastic, creative, and vibrant.
There’s a reason why organizations like Microsoft and Google are so popular with Millennials. These corporate giants have transformed their organizational culture into one that allows Millennials to breathe free.
Tune in next Friday to hear more from Bruce on the topic of Millennials.
Philipe Bruce is the founder of P.O.D.S Professional and Organizational Development Solutions, a business coaching consultancy based in Omaha, Nebraska.