The workplace is rapidly changing for reasons such as globalization and technological advances; but one of the most influential factors is the entrance of Millennials to the workplace. Millennials have grown up in a world impacted by events such as 9/11, corporate scandals, market crashes, and wars in the Middle East (Armour, 2005). Such a background has caused them to be global-oriented, technologically adept, health conscious, and goal oriented (Moritz, 2014). This has caused some to believe they are narcissistic, entitled, shallow, and selfish (Stein, 2013). Either way, organizations need to understand how to create organizational cultures conducive to Millennials.
Millennials look for a workplace where they have close relationships with colleagues (Bolser & Gosciej, 2015), receive immediate and ongoing feedback from supervisors (Myers & Sadaghiani, 2010), work in teams (Myers & Sadaghiani, 2010), are allowed to engage in honest communication (Bolser & Gosciej, 2015), are allowed to be creative and think independently (Armour, 2005). Organizations must understand Millennials work hard, as well as play hard (Bolser & Gosciej, 2015), and just because they aren’t willing to sacrifice their health and personal well-being for their work, it doesn’t mean they aren’t committed employees.
To create an environment inviting for Millennials organizations may consider implementing programs to engage employees regardless of level of responsibility and authority (Moritz, 2014). Because Millennials are not solely concerned with monetary compensation, organizations can provide reward systems that include gift cards, product packages, and matched charitable contributions (Moritz, 2014). Millennials want the freedom to explore in their careers, so organizations should allow for movement of positions to retain Millennials instead of forcing them to leave in order to explore career options (Moritz, 2014).
Such changes would create an environment where Millennials are drawn to and can thrive in their careers.
Armour, S. (2005). Generation Y: They’ve arrived at work with a new attitude. USA Today. Retrieved from http://usatoday30.usatoday.com/money/workplace/2005-11-06-gen-y_x.htm
Bolser, K., & Gosciej, R. (2015). Millennials: Multi-Generational Leaders Staying Connected. Journal of Practical Consulting, vol. 5(iss. 2), pp. 1–9.
Moritz, B. (2014). The U.S. chairman of PwC on keeping Millennials engaged. Harvard Business Review, (11), 41.
Myers, K. K., & Sadaghiani, K. (2010). Millennials in the Workplace: A Communication Perspective on Millennials’ Organizational Relationships and Performance. Journal of Business and Psychology, 25(2), 225–238. http://doi.org/10.1007/s10869-010-9172-7
Stein, J. (2013, May 20). Millennials: The Me Me Me Generation. Time. Retrieved from http://time.com/247/millennials-the-me-me-me-generation/