The average age for KeepCalling employees is somewhere around 32. What does that say about us? Well, that we are in the prime of life, and also that we are… Millennials. As Wikipedia tell us, Millennials, also known as Generation Y or Gen Y, are the generational demographic cohort following Generation X and preceding Generation Z. There are no precise dates for when this cohort starts or ends; demographers and researchers typically use the early 1980s as starting birth years and the mid-1990s to early 2000s as ending birth years.
Millennials represent a big part of the workforce nowadays, and their contribution will probably grow bigger in the next years, so companies have to be ready to work with them. Why this “getting ready”? Because their values are much more different from their generational predecessors. In order to maintain employee retention and productivity and still improve company services, understanding the importance of the millennial generation workforce is essential.
So, what do millennials want at their workplace? Here are some of the matching answers.
They want greater flexibility in how, when, and where they work, but that’s not because they’re spoiled or lazy, as gossip goes around, but so they can work smarter and more efficiently. Millennials are used to answering emails, making calls, and solving problems on the go. They can set up their office anywhere and work at their own flexible hours, while accomplishing the same or even more than being stuck in the office.
2. A good work environment.
It’s not ping pong tables, catered lunches, or happy hours that keep Millennials at a company. These perks may draw them in, but won’t make them stay. A good company culture that shows through in the workplace is what they want. The workplace should be a positive environment where employees feel as mates working for the same purpose. That’s what keeps Millennials happy and continuing to work at your company. A good work environment beats out free stuff any day.
They want to learn and to give meaning to their work. Millennials are not seeking a life-long career to pay the bills. They want a job with a purpose and to do something meaningful in life. Empowering workers and letting them know how each team member contributes to the overall success is surely something that companies have to do in order to keep their millennial employees.
4. Mentors and coaches, not bosses.
The Gallup report carried out in the U.S. regarding Millennials has found that the quality of the manager is an essential component in a job search. But once millennials actually get to work, what exactly do they expect of their managers? Well, they expect their managers to do more than just manage, they expect them to be mentors.
5. Consistent feedback
This is a critical tool for retaining millennial employees. They may be young, but they are eager to get better, and they know constructive criticism is necessary for this to happen. Advice and guidance is not only appreciated, but almost expected, by these future leaders.
Lack of training is the number one reason Millennials start searching for new jobs. They wish for skills training and career development, a healthy and productive work environment, and supportive managers. They are well aware they have more to learn in order to maintain job performance. And they’re prepared to put in the work.
So, how about putting aside the stereotypes that Millennials are lazy, self- centered or unprepared for a real workspace and think of ways to attract and retain them in companies. They have the power to stand up for what they think they deserve in the workplace and that is admirable.
Are you a millennial? How do YOU feel about the topic?