By Clive M. SIACHIYAKO
“Millennials,” “Generation Y,” “Generation WE,” “The Boomerang Generation,” “The Peter Pan Generation,” – goes by many names. They were born roughly between 1980 and 2000. Born in 1990, one fall right smack in the middle of this generation. This generation is a heated debate either as a: a blessing or a curse?
A lot of people seem to think millennials are a painful nuisance. The Time Magazine once called “Millennials: the Me Me Me Generation,” lazy, entitled, self-obsessed narcissists. Ouch! On the other hand, it has been called open-minded, liberal, self-expressive, upbeat, and overtly passionate about equality. Naturally, they don’t want to be described as in the former description. But, the truth is both arguments hold some grounds for belief. The reality must fall somewhere in between.
There are several do’s and don’ts of working with Millennials because they have unique overall characteristics and desires. Therefore, every recruiter (recruiting students in tertiary education or employment) should emphasize when talking to this new generation.
Generally, millennials are…
Multi-taskers
Millennials are multitasking pros and can juggle many responsibilities at once. This also means that they are easily distracted and find social media and texting hard to resist.
Millennials are multitasking pros and can juggle many responsibilities at once. This also means that they are easily distracted and find social media and texting hard to resist.
What this means for you: keep millennials on track by being upfront about your expectations and establishing both daily and weekly goals. If your millennial employees have deadlines to meet, you will be less likely to find them playing on their phones at the office. During the recruiting process, be sure to tell them that the job will have variety and that every day will vary.
Connected
Millennials know everything there is to know about social media because they are living it. They are constantly perusing Facebook, Twitter, Instagram, etc. This is how they share and get information. They get information on almost anything through social networking; ranging from job opportunities to a hit song on the market.
Millennials know everything there is to know about social media because they are living it. They are constantly perusing Facebook, Twitter, Instagram, etc. This is how they share and get information. They get information on almost anything through social networking; ranging from job opportunities to a hit song on the market.
What this means for you: If your company isn’t employing social media effectively, millennials will think you’re irrelevant. Keep your social media outlets active at all times. This doesn’t mean constantly posting jobs or product updates – try to start conversations that will engage your audience. Talk about topics that relate to your company or will interest your followers. It is important to allow your millennial employees to help you with your social media strategy. After all, they are the experts.
Tech-Savvy
There’s no doubt that the majority of millennials are more tech-savvy than other generations.
There’s no doubt that the majority of millennials are more tech-savvy than other generations.
What this means for you: Make sure that your company and team stay up to date technologically. Also, ensure that your company and career sites are mobile-optimized so that you can easily be found online from any device at any time. In addition, make the application process fast and easy by allowing people to apply for positions with content from LinkedIn or other sources. You can learn more about mobile recruiting strategies in LinkedIn’s Mobile Recruiting Playbook.
In addition, millennials want…
Instant Gratification and Recognition
Millennials need to feel like what they are doing is important and that they are on the right track. Yes, it sounds a little needy…and it is. But, many millennials grew up with constant praise from their Baby Boomer parents. It’s what they know.
Millennials need to feel like what they are doing is important and that they are on the right track. Yes, it sounds a little needy…and it is. But, many millennials grew up with constant praise from their Baby Boomer parents. It’s what they know.
What this means for you: During the recruiting process, tell them about how important the position is and that they will be making a valuable contribution to the company. Once hired, recognize their accomplishments publicly. This type of recognition encourages them to work hard and increases their job satisfaction.
Work-Life Balance and Flexibility
Millennials aren’t as willing as former generations to sacrifice their personal life in order to advance their careers. They like to “work hard – play hard” and want to be at a company that appreciates this desire for balance. They also expect a more flexible work environment than previous generations and want to work for a company that supports various causes.
Millennials aren’t as willing as former generations to sacrifice their personal life in order to advance their careers. They like to “work hard – play hard” and want to be at a company that appreciates this desire for balance. They also expect a more flexible work environment than previous generations and want to work for a company that supports various causes.
What this means for you: Communicate that your company values work-life balance and tell them about sponsored events outside the work place, benefits, charity and volunteer work you support, and any fitness or health related programmes that you provide for your employees. In addition, let them know that as long as they are meeting deadlines and goals and attending meetings, their time-in/time-out is up to them. If possible, give them the option to work from home on occasion.
Exposing millennials to a rigid, length and non-weekend work environment puts them off and reduces their efficiency. Do not make their life revolve around work through-out.
Collaboration
Millennials are extremely team-oriented and enjoy collaborating and building friendships with colleagues.
Millennials are extremely team-oriented and enjoy collaborating and building friendships with colleagues.
What this means for you: During the recruiting process, let them know that there will be plenty of opportunities for collaboration and team projects. You should also design your office space to allow for teamwork and easy idea sharing (think open cubicles, white boards, and drop-in rooms that can be used for group meetings). Confining them in an old-style closed office is like enslaving them.
Transparency
Millennials want to feel like they have an open and honest relationship with their manager and co-workers and that there won’t be any nasty surprises when they join a company. Once they’ve signed on, they want assurance that their opinion is valued and both give and receive a good deal of feedback.
What this means for you: Make certain that there is unrevised information about your company available online and let them know about any downsides that the position they are applying for may have. They will appreciate your honesty, knowing that no job is perfect. Furthermore, tell them what their performance review process will be like. Once they are hired, provide them with the ongoing feedback that they desire.
Trying to be secretive may backfire because this is an E-generation. It is capable of using unorthodox means to obtain the information they need. They are more tech-savvy. They know more than the old generation on how to use IT to get around things. They may hack into your system and lay bare your ‘secrets.’
Career Advancement
Millennials want to know that they will have the opportunity to advance and develop their careers within the company they choose to join.
Millennials want to know that they will have the opportunity to advance and develop their careers within the company they choose to join.
What this means for you: During the recruiting process, tell them about opportunities that they will have to move-up in the ranks. If possible, have a reliable staff development plan or have a programme whereby they can rotate through different divisions of the organization in order to find the best fit.
REMEMBER! Every generation presents its own challenges and, clearly millennials are no different. But, they are really not so bad! And just think: a whole new batch of millennials will be graduating and entering the workforce every year. The more you know about them now, the better off your company will be. Courtesy: forbes.com
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