Hiring and keeping millennial employees is key to any organization’s continued success. But, as human resources directors are already well aware, millennial’s aren’t necessarily looking for the same qualities in a potential employer, that previous generations found compelling. So what can companies do to find and keep the best millennial talent?
You probably know the stereotypes: Millennial’s are tech-savvy, but not team players; Gen X-ers are good at bridging Millennial’s and Boomers, but never learned to lead; Baby Boomers are dependable and hard-working, but don’t like sharing the limelight.
Any organization that wants to be successful already knows that effectively working with Millennial’s is not an option. It simply must be done. What they may not realize is that expecting Millennial’s to do things the old way is also not an option. Why? Millennial’s have strength in numbers, and they know it.
Every generation complains about the next generation, but the Millennial generation, defined as people born between 1980 and 2000 has endured more than just the typical griping from their elders.
The reasons? The Millennial generation is both huge, with 71 million members, and very different in style and approach—bringing with them a set of skills and shortcomings that really stand out from the generations before, Generation X, whose members were born between 1965 and 1980, and Baby Boomers, people born between 1946 and 1964. For more than a decade, now workplaces in every industry have grappled with how to successfully integrate multi-generational employees, who often have different relational and communication styles.