The Millennials- The change in the workplace

As a millennial myself, born smack dab in the middle of the generation, it seems many have a love/hate relationship with the lovable rogues of the 80’s and 90’s.

We are on one hand, the bane of others, seen as self entitled, living off our parents, and no experience of living or working in the “real world” because we have our heads stuck in Twitter, Netflix and Instagram. On the other hand we are the god-send, we’re liberal, open minded,value ethics and equality, possibly the most technology savvy and the future leaders of the inevitable change that is needed in society.

As the time approaches where we will make up the majority of the workforce, how will we pave the new age of the work environment?

Millenniums value work, encouragement and organisation, we aren’t as motivated by money as some may think. We like to work hard, strike a work/life balance and be valued at work.

We thrive in more diversified work environments and value leadership and collaboration. We have already seen the work environment turn away from the traditional regiment of work, such as the 9-5, monetary compensation and little flexibility.

Millenniums love innovative, creative and somewhat “quirky” workplaces, tech giants and start-ups are also highly sought after by millenniums.

6 in 10 students say they are NOT considering a career in business, and 48% said they have NOT been encouraged to do so.

74% of non millennials agree that millennials offer different skills and work styles that add value to the workplace.

Millennial careers have changed also, more and more new career paths are opening up and evolving, some that didn’t even exist a decade ago. Big data has seen its fair share of media and blog coverage lately and millenniums are the generation where these  up and coming sectors began to dominated. .

Companies are more results driven than ever before, generally profit was the indicator of a companies well-being but now there are a plethora of analytics and financials that illustrate the performance of the company, data insight is only getting bigger.

Social media is another big industry for millennial, as social media began to take off in 2007 or so, we were generally the first adopters of social media.. we’ve been doing it for years and can communicate well through these mediums. Coding is also a highly sought after profession for example.

Millenniums want to feel important and we expect communication and feedback to be instant, you can thank MSN, Facebook chat and smartphones for that one. We expect communication to be instant, and when its not… well we will let you know ! The boundaries of authority are becoming flatter and less hierarchical and millenniums expect employers to treat them as an equal and respect their efforts.

Loyalty isn’t something that millenniums value as much, we value career progression and development. We move from job to job, acquire as much hard and soft skills as possible… we are more mobile than ever, emigrating or taking some months to travel around south east Asia… Sure why not!?

While we place value on the work, millenniums  really don’t place much emphasizes on loyalty. There is no such thing as a “job for life” anymore.

Companies can retain millenniums by offering other rewards such as promotion opportunities, feedback and strong effective communication and leadership. We crave meaning from our work and wanted to feel connected to the organisation.

Millenniums attitudes tend to challenge traditional views of career and society, which is questioning the expectations of employers and other aspects of society also. There seems to be a disconnect between employers and young people. This can have damaging effects regarding the job searching process for both parties involved.

Employers need to work closely with educational institutes to find the right candidate before they graduate and begin their job search. While millenuiams go mobile with their job search, employers seek out specialist recruitment agencies.

Milleniums have a different approach to the working world compared to others before, while 3rd level was for the elite, and you were expected to get a job from the when you turn double digit age. Millenniums input a massive amount of energy and effort into their careers, from college to internships, apprenticeship and graduate programs. We start our careers later in life and high levels of us attended 3rd level. We have a bigger caliber of qualified people.

However, many criticizes that millenniums aren’t prepared for the world of work, and even a high achiever may not necessarily fit into the work life approach. This may be true, but not at the hands of the millenniums, Companies and 3rd level institutions should ensure they are. Work placements are probably the biggest solution to this.

While the decade moves into the latter half, i think this is where we will see the most change in recruitment sector. Recruiters and HR need to adapt their strategies to attract a whole new set of young professionals e.g. how they connect with millenniums, what mediums to use, how you foster retention and how to output your employer brand to attract millennials in the first place.

Milleniums are connected, tech-savvy with a collaborative nature and more on our minds than just our career, yet we feel the pressure of career progression and the sheer competitiveness involved.  We may still feel a little awkward in our work clothes but we are eager to learn and love any learning curves, workplaces are the optimal place to achieve this.

** Facts sourced from Bentley; University’s preparedU project: Millennials in the Workplace Infographic Storybook. ** 

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