Millennials in the Workforce

Often tagged with descriptors such as lazy, entitled, demanding and disloyal, Millennials have a bad reputation. The stereotype might look a bit like this: 

Often this attitude is what Boomer and GenXer employers have uppermost in their minds when considering hiring Millennials. However, employers need to remember that Millennials are the most-educated generation ever (Shuey, J. 2014, Business 2 Community "The digital generation: Millennials and social networking"), not to mention technologically savvy, socially conscious and adaptable to change. All of these are vital qualities for success in the modern workplace. 

By 2025, 75% of the Australian workforce will be made up of Millennials (2014, Big demands and high expectations: Deloitte Millennial survey). This trend is already presenting companies, employers and managers with new challenges for recruiting, managing and retaining a new type of employee. 

How to recruit a Millennial

• Offer flexible work schedules. This might involve the possibility of working remotely or flexible hours. Millennials are attracted to roles that are not a standard 9 to 5, cubicle office drone position.
• Ongoing learning and professional development opportunities. Millennials are continuously looking to upskill and learn, especially in the areas of technology and social media.
• Socially and environmentally conscious company. When applying for a job, Millennials will often place a company’s reputation higher than the position itself. Being recognised as a socially responsible company means more than simply having a well-known name – it should involve genuinely ethical practices. 

How to manage a Millennial

• Give frequent and clear feedback. Millennials tend to respond better to immediate feedback rather than the standard quarterly or annual review structures.
• Offer opportunities to contribute to major projects. Millennials want to feel that their work has real purpose and is making an impact on the organisation as a whole.
• Encourage close relationships with superiors. Millennials thrive under a mentor style managerial approach, often blurring the lines between collegial and friendly relationships. 

How to retain a Millennial

• Provide advancement opportunities. Millennials will accept an entry-level initial position, however, they require clear and relatively rapid career progression to keep them interested.
• Encourage work-life balance. Millennials rank family, friends and hobbies above work and career progression in their list of priorities, so they need to feel that the organisation understands this.
• Foster community outreach. Giving Millennials the opportunity to contribute to the wider community through outreach, pro-bono or internal social and environmental programs will give them a greater sense of purpose. 

Certainly Millennials might seem to be high-maintenance employees when compared with the preceding workaholic Boomers and GenXers. Their work preferences can seem demanding but in the right environment Millennials can make significant and ongoing contributions to their organisations. 

What do employers get in return?

• Optimistic employees who work well in teams
• An ability to use technology to make improvements and innovations to procedures and policies
• Creativity and innovation
• Employees who have grown accustomed to a fast-paced, rapidly changing world. 

For all the generational differences, Millennials, like all workers, only want to be treated fairly, respected, and offered the opportunity to make a meaningful contribution to their workplace. 

Sources https://www.allianz.com.au/life-insurance/news/millennials-in-the-workforce http://fortune.com/2015/06/23/know-your-millennial-co-workers/ http://iveybusinessjournal.com/publication/the-millennials-a-new-generation-of-employees-anew-set-of-engagement-policies/