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Take a walk down Magazine or Frenchmen St. and you’ll see them, the generation labeled to death by employers as being everything from disengaged to innovative. I speak of course of the Millennial, written about for years as a potential resource to be tapped into, or an enigma for business owners to solve. However you slice it, this resource comes with some quirks. Is your organizational culture built to attract this workforce? We would challenge you to consider the following.

Their Work Has Meaning
Millennials will seek jobs in areas that line up with their values, and if you can tap into their passions it can make them an incredible resource. This doesn’t mean you have to bend things to their will; far from it. All it means is that you are able to let them take ownership of their opportunities to make a positive change within your business. Give a young person a sense of purpose, and they will go above and beyond.

Flexibility for Getting Work Done
Although they may not be vocal about it in the workplace, surveys are showing that more employees are seeking flexibility and independence: the traditional 9 to 5 is not appealing to the millennial workforce. Millennials were born into technology, and it fits seamlessly into their lives. If they see that their work can just as easily be done remotely, office life will become a challenge for them. In fact the Bureau of Labor Statistics cited 24% of employees do some or all of their work at home. It’s a rapidly growing trend that companies are offering to their employees.

An Opportunity To Grow
Harvard Business Review summarized a study by Gallup which showed that above all else, young people seek opportunities to learn and grow. According to HBR, you don’t have to impress them with “ping pong tables and free beer,” millennials place more value on organizations that will help them develop and further their careers.

For years now there have been articles written and studies conducted on the Millennial workforce. Ultimately it boils down to value systems, they value different things than Baby Boomers or Gen X’ers, and that’s not a bad thing, they still over a ton of potential. The important question is; are you open to the necessary changes for tapping into that potential?

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