As I discussed last week, I have some specific suggestions for ways that companies can work with their Millennial employees, integrating them into the overall organizational culture, and just as important, some of the ways in which companies can work within their own organization, integrating it into the overall Millennial culture. I want to reiterate that I am aware of the fact that Millennials have some learning and growing to do, and certainly need to build their professional maturity and skill sets to succeed in the work environment, but our work atmospheres need to evolve as well…we should want to do this! Millennials bring a great deal of hope, determination, skills, and ideas from which organizations can benefit significantly if we allow ourselves to shed the antiquated notion that only the more experienced colleagues have value to contribute to the larger workplace issues and conversations. We are losing potential growth opportunities if we lose sight of this. So, here are a few more of the major takeaways as potential responses to the issues and characteristics that we know of the Millennial Generation.
• Educate on workplace behavior expectations. When we talk about crucial areas for growth, workplace protocol is a primary area that needs edification. In no sphere more than that of appropriate technology usage.
• Recognize what Millennials have to offer. Look to the areas that are of great strength for Millennials, and “give them voice.” Not only will this provide suitable and welcomed validation, but it is of great benefit to the organization especially around technology, efficiencies, and teaming. Reverse-mentorship programs can be are a great element of this!
• Enhance your existing technologies. You will need to do this to recruit and retain the candidates you are seeking, and it will certainly help with any virtual teaming or workplace flexible staffing options that you hope to employ.
• Capitalize on your organization’s conscientious mission. If you don’t have one, it may be time to consider this. As concepts like social responsibility and sustainability continue coming to the fore – not just for Millennials, but certainly quite forcefully for them – this too is a key element in attracting and retaining this new generation. And this is not just for them as employees but also as potential consumers of your products and services. This is key to their engagement.
• Think about customizing jobs. Millennials are used to things being tailored to them, and they will seek out environments that seem to offer this. Most of the places that I have worked have talked about how “you don’t form the job around the person,” yet I find that it happens quite a bit…and it could be a good thing. This is more of a new trend, but maybe it’s time has come.
To be sure, Millennials are leading us towards a new place, and there is much room and opportunity for progress. There are many challenges to considering Millennials’ future and roles in our organizations when so many workplaces find themselves constantly shifting and changing amidst our current economic uncertainties. Research on this has only just begun, and it suggests that further investigation and analysis of this issue is called for. Regardless of the changing picture of the economy and its impact on workplace dynamics, we have our work cut out for us.
Tagged as: Gen-Y, Managing Millennials, Millennials, Rachel I. Reiser
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8/05/2010
How Do We Adapt to Millennials in the Workplace, Part 2 : The Intern Advocate
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