In recent years, the issue of integrating the Millennial generation into the labour market has become an increasingly important theme among employers. Interestingly, by the year 2025, Millennials will account for 50% of the global workforce. Therefore, their professional aspirations and attitudes towards their workplace, as well as their digital skills will redefine organizational culture and ways to do business.
Millennials are considered different from their predecessors, posing new challenges to employers in terms of retention and professional development.
For the Millennials to become effective, innovative, and involved in the workplace, employers must provide the elements that contribute to their professional development and make them consider remaining in the company.
The generation and therefore development needs of Millennials, are implicitly different from those of the mature generations. Despite the preferences for independence and autonomy, they are the followers of clearly defined organizational structures and objectives.
Managers need to be able and willing to show Millennials how to work, not just to tell them what to do. If deadlines are clear and Millennials understand what they are asked for, they are open to constructive ideas, have team spirit and are tolerant.
Millennials need constant feedback and want to be familiar with the career assessment and promotion criteria. They want to work in an open and comfortable organizational climate through which they can freely express their opinions and encourage them to express their creativity without being criticized. The fun part in the workplace is important for them, regardless of the industry they are engaging in.
For Millennials, the balance between personal and professional life is very important and career is not ranked first in the top priorities, as in previous generations.
Millennials prefer the workplace tasks to be interesting and relevant, promotional opportunities to be explicit and quick, and managers to be
role models and mentors. Though, if necessary, they put forward their own values and rely less on the organizational ones or the procedures and rules at work.
The employer’s brand counts in the decision that Millennials take when accepting a job position if they perceive the company in question as responsible, innovative and with a flexible and respectful organizational culture. For Millennials, mobility opportunities offered by multinational companies are essential for their professional development. That is why mobility has become an essential component for attracting, retaining, developing, and involving talent.
When considering Millennials, the main challenge for contemporary businesses is to manage their activities, by managers from previous generations, and to harmonize very different working styles, dynamics, expectations and values.
Soon there will be a new challenge for the business environment.