TalentLab

Tapping into the Millennial mind-set

Are you born between 1980 – 1995? Then you, are a Millennial. Millennials are tired of getting a bad rap. They’re fed up of being called lazy, entitled or high maintenance. They have grown up and many are now starting families. This technical generation grew up in the aftermath of September 11th and the global economic collapse of 2008 and the recession that followed. They are well adapted to change, digitally savvy, and are set to unleash a whole new era of innovation — However, this is all contingent on the right environment, support and autonomy. It’s more and more common for young people to be securing more senior roles, hugely influenced by technical revolution and the fact that most businesses now pride themselves on meritocracy. As the fastest-growing generation in the workforce, millennials will be crucial in helping fill the manufacturing talent gap. It’s important that businesses and recruiters are able to adapt to this surge. By the end of 2025, Millennials will account for 75% of the workforce – Are you prepared?

#Adapt

Millennial workers are the next generation of employee’s to come into the job market. Millennials are expected to demand more from management teams and will require more support in the workplace. The study of 1000 bosses and senior levels managers from companies found that, out of the 4 generations (Baby Boomers, Generation X, Millennials and Generation Z), Millennials come to the top of the list for the most demanding set of employees. Just under two-thirds (63%) of bosses said that workers from this generation required the most guidance and support from managers. What infrastructure have you got in place to allow for this? As the squeeze for top talent becomes more competitive, have you invested into your employee value proposition? Being able to sell yourself effectively to this market will become more and more important.

#Give Honest Feedback

Good or bad or ugly, millennials are all over feedback. The quicker and the most relevant the feedback, the better. Making the feedback a weekly thing may be just the level of support they need. Waiting until the end of the year to provide feedback in an appraisal is a major fail. They want to know what they’re doing wrong and how they can do it better going forward. Millennials are entering the workforce and they are bringing with them a new perception of what office life should be like and how relationships between employers and employees should be approached.

#Understand Their Skills

Some of the key experiences that Millennials want is the opportunity to learn and grow, the quality of management and the possibility of career advancement. Progression and succession are key!! Millennials want to be committed to their roles and feel engaged with their managers. Millennials embrace a strong entrepreneurial mindset and they are often on the lookout for opportunities that can continue to move them up the ladder, even if that means up and out of their current position ironically! Research conducted by Harvard Business Review has demonstrated that having a highly engaged manager and being part of a great management culture is of paramount importance to employees. Can you demonstrate a clear path of succession, organic growth, supportive training and the opportunity for the role to evolve quickly enough to keep the brightest talent engaged?

#Avoid Generic Perception

When employers think, “what would a Millennials ideal office be” many people would include a snooker table, beer fridge and an Xbox. If you put popular perception aside, Millennial’s have placed little preference on company cultures that encourage creativity or having a more relaxed working environment.

Although we have seen a rise in flexi-working and an emphasis on wellness, Millennials will actively look for careers that offer an opportunity for personal growth. Millennials want an expert to learn from, they want to follow their footsteps to gain valuable expertise. Have you thought about partnering a young Millennial and a Senior Based Exec’s? Or having them shadow someone who has benefited from this succession? This will undoubtedly make them feel valued and more bought in a result.

#HR Is the New Coach

According to this research, the average time a Millennial will spend in a job will be around 3 years. Due to the rapid changes in technology, it’s becoming a lot easier for a candidate to switch jobs. Your HR function could be investing into skill development programs in order to retain Millennials. In such a candidate competitive market, HR departments should be designing training programs that invest in not only personal development but find out what their career aspirations are and assist them in preparing for their future.

So… What Next?

The millennial generation is now entering the workforce in vast numbers, which will undoubtedly re-shape the future of the workplace. Millennials matter. Attracting this generation of workers will be crucial! The ability to adapt HR and workplace strategies to align with this new generation of workers will, therefore, be the determining factor that will drive the success of companies!

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Are you an EA, PA, or business support professional looking to take your career to the next level? Executive Partnerships can help. We’re a specialist recruitment agency working with leading companies and organisations to connect them with talented staff. Learn more at www.executivepartnerships.co.uk.