Millennials – aged between 23 and 38 in 2019 – are everywhere. They are now outnumbering the Generation Xers in our staff and are the future of our businesses.
But does this label really help us? Mostly, it is used in a very disparaging way, and really what we are witnessing is societal development, changing social norms and the accompanying changed behaviours that come with each new generation.
The Internet is 30 years old now, and social media has invaded all of our lives – for better or worse. Whether or not this is the catalyst, Millennials (and probably Post-Millennials) place a lot of value on two things: time and the importance of having an opinion.
A third focus is self-growth – they are not afraid to ask their employer about future career progression in what feels like five minutes after the last review. But should we begrudge these employees for wanting to be satisfied, feel recognised and have something to strive for?
Regardless of how hard we may have had it in our day, we must adapt to manage staff from this generation and find a balance that creates a sustainable workplace, even if an increased staff turnover is the new norm when compared to 20yrs ago.
There is a school of thought that suggests we must set aside the view of them ‘leaving anyway’ and ask ourselves: what will we do if they stay?
Top tips for engaging and working with a Millennial workforce: