Millennials: who are they?
Do we know who Millennials are? What needs they have? How they work?
Let’s find out some important tips about them!
In a business context that’s in continuous evolution, a company that doesn’t maintain the priorities of flexibility and mobility in the job risks losing their best talent.
And it’s in this context that Millennials (also called Generation Y) insert themselves, they find themselves subjected to a revolution of the classical concept of work, management “innovations” such as open space and business-friendly chat programs.
“You are the hybrids of golden worlds and ages splendidly conceived”
They are part of the generation that encompasses all men and women born between 1980 and the first years of 2004 and are defined as “hyper connected,” given their close relationship with social media, as well as being the preferred target group of companies and brands concerned with ad campaigns.
Millennials, different from the older generations, are predisposed to change and, if they feel weighed down by work or undervalued, they won’t hesitate to switch from one company to another, and for this reason they are called Job Hoppers.
All of this does not happen due to laziness, on the contrary, the youth are in a continuous search for work-life balance, that allows them to deal with the world of work more calmly.
Searching for their place in the world, Millennials have had to discover a new reality: there’s not just one path to success to consider that is clear, defined, and linear!
Careers are built on reputation, on the results of projects and on the strength of one’s own contact network
Millennials have very specific ideas on what they want to do and how they intend to achieve it.
So, how to merge the requests of leaders from older schools of thought, with the new demands of Millennials?
These 4 pieces of advice can help companies attract Millennials to implement in their own team.
Recognize Millennials as individuals
Millennials express their maximum potential and talent the moment that they feel appreciated by the company they work for.
Being recognized as an individual that is part of a process, and not as a mere instrumented used to reach a final objective, will make them feel motivated.
Flexibility in their work schedule
Millennials see work not as something that is measured in terms of hours passed in a location, but by obtained results.
They ask for more flexible work options, but they don’t want to compromise the quality of their work.
Thanks to business-friendly chat programs, social media, collaborative platforms, and e-learning programs, it’s possible to work remotely and for this reason it appears to be a good idea to allow them to work from home once a week.
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Training and Mobility
Millennials don’t just work for money: they want to get new skills and useful knowledge for their own personal growth.
On the heels of training follows mobility: the majority of Millennials expect to fulfill different positions in their professional life and for this reason it appears fundamental to give them access to paths of training necessary to move around inside of the company.
Aligning personal goals with company goals
Millennials give a lot of weight to their own work goals. Companies have to be transparent in aligning personal goals with the goals of the entire team, in such a way that even the newly hired have a well-defined goal in their job that is aligned with the goal of the rest of the team.
The rules for success have radically changed and those who don’t follow them, will have a difficult time taking off.
Knowing how to blend experience with innovation could be the key.
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