Millenials and Their Ruling World

A lot has been discussed about the entry of Generation Y or the Millenials into the workforce. They are a lot different from the older knowledge workers and all set to shake up offices and organizations, say experts. Career News tells you more about this charismatic bunch of professionals

The workplace is not what it used to be earlier. Prior to 1998, there were essentially three generations working together with a reasonable degree of harmony. While traditionalists, baby boomers and Gen Xers are certainly distinct and each has their pros and cons, the millennials have developed work characteristics and tendencies from doting parents, structured lives and contact with diverse people. Millennials are used to working in teams and want to make friends with people at work. MD of Kelly Services added that to effectively interact with or manage millennials, it is critical to understand what drives them and shapes the value of their generation. As they are more technology savvy, their preferred mode of communication is instant messenger followed by e-mails and phone calls. They have enjoyed close relationships with parents, teachers and mentors and open electronic access to virtually anyone. They are therefore more willing to circumvent institutional hierarchies to have their voices heard at the top by providing ‘bounded access’ to managerial levels and above through formal 'meet and greet'’ occasions or informal town hall-type meetings. Millennials need to feel that their ideas are being heard while still working within the larger organization's structure.
Today, organizations constitute a large number of a younger workforce, so a large percentage of stakeholders within organizations are millenials. It has been found that even in new age businesses, 80-90 per cent of talented workforce comprise of millenials. Although they do not have many years of experience, they certainly have great innovative ideas and energy to implement, qualities which are widely accepted by their target audience landed by director of GlobalHunt.

FOR A BETTER TOMORROW
In a challenging economy, many young workers are just thankful to have a job. But smart companies are developing strategies to maximize the potential of their entry-level employees — members of the millennial generation — to gain full value from their workforce and minimize turnover as the economy rebounds. What sets them apart at the workplace is their ‘sixth sense’ when it comes to incorporating technology to interact with the world, coupled with an expectation that organizations will moduld themselves to accommodate their needs.
So what are some of the ways through which organizations can keep them moving?

• Millennials want to look up to their leaders, learn from them and receive daily feedback. They always wish to have the leader’s best investment of time in their success.
• Focus on skills: Focus on what they are good at. This group is energetic, bright, and fearless and can multi-task better than anyone. They are technologically-savvy and are used to a 24/7 environment. Instead of complaining about the ways in which this group differs from past generations, use their strengths to your advantage.
• Provide a fun, employee-centred workplace: Millennials want to enjoy their work. They want to enjoy their workplace. Employers need to worry if the millennial employees aren’t laughing, going out with workplace friends for lunch and helping plan the next company event or committee.
• Make the work assigned to them more meaningful: Nothing turns off a millennial faster than work that has no perceived value. Leaders need to provide them with tasks that are more meaningful and have variety.
• Challenge them: Millennials want learning opportunities. They want to be assigned to projects they can learn from. A recent Randstad employee survey found that 'trying new things' was the most popular item. They are looking for growth, development and a career path.
• "This is a generation of talented people who wants to be heard and this need can be supplemented through a coaching-mentoring model. Organizations need to have credible mentors who can satisfy the impatience and curiosity levels of this workforce. The leader of the past knew how to tell, but the leader of the future will know how to ask.

The Millennials have a 'can-do' attitude about tasks at work and seek feedback about how they are performing on a regular basis – even daily. Positive and confident, millennials are ready to take on the world!

courtesy : acsent