Workplaces in every industry always have to make changes to accommodate a new generation of employees—those who see the world a bit differently than the previous generations. The Millennial generation, defined as people born between 1980 and 2000, has been the subject of much hand-wringing as employers attempt to utilize the many strengths of this generation, while accommodating differences not always easily understood by older coworkers. Let’s review some of the main themes that we’ve discussed in our series of posts on Millennials in the workplace.
Millennial’s are different. It’s a refrain that’s been repeated so often over the past decade that it’s become accepted gospel. Employers have been wringing their hands over Millennial’s for so long that a funny thing happened: The oldest Millennial’s got older. But recent research has found that, as Millennial’s age, they begin to look a lot more like the previous generations.
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.