Millennials want freedom within a frame work. They’re fed up of the rigid corporate structure and environments that many organisations still rely on, now they’re driving for freedom within a structured organisation.
Millennials have a true entrepreneurial mind-set; they like flexibility, independence and are determined to pursue their passions. This means that within this framework there needs to be freedom to roam and grow. To second this: 66% of millennials want to be entrepreneurs (Bentley University, 2016). This trend has led to more frequent job mobility until a satisfactory environment is achieved to meet the needs of the millennial. From the same report, 79% reported that their employer encouraged creativity (impressive!) and 78% reported they’re loyal to their company because of this (hint).
My advice to assist you: is create a hackathon competition/events to drive creativity within tasks to see what ideas and initiatives can be created within your suggested framework. This will drive confidence, stronger relationships and better communication between employees as well as management.
Millennials want to see a pathway within the organisation they work in or have been offered by. They expect a rapid progression in a varied and interesting career – the latest figures suggest a graduate in this generation will likely change their job 8-10 times in their life.
Millennials have ambition, a desire to keep learning and see the job as a development opportunity. Millennials value development more than other generations do which is a key difference. Gallup’s, How Millennials Want to Work and Live, reveals that 59% of millennials say opportunities to learn and grow are extremely important to them when applying for a job.
My recommendation to develop the millennials within your organisation is to show them a potential pathway if they can achieve the goals you have set them – this will drive focus, productivity and profit. The second recommendation is to build a two-way mentorship programme between a senior member of staff and a millennial to ensure that development is ongoing for every individual within the organisation.
Millennials are inpatient and don’t want to wait – it’s simple either develop your young people or they will leave to develop.
Millennials want to be heard – it is that simple. Young people, especially in the UK, feel that the older generations do not understand them or listen to them. If you want to grow engagement within your organisation I suggest you try not to understand millennials but rather focus on listening and giving them a voice.
Millennials have many great ideas and opinions and it is my view that many ideas go to the graveyard because other generations don’t let the young people have a voice. When being listened to they expect your full focus as they don’t take kindly to being ignored so it becomes more paramount that you act on their voice.
For this to be successful – everything between a leader or older member of your team and the young person must be two-way. Ideas, opinions and final say must be communicated and discussed both ways. To initially encourage this, you may want to start two-way mentoring between a leader and a millennial.
If you’re a leader, I suggest when you’re looking to develop a millennial you do the following: Listen, watch & act.
By 2020 Millennials will represent over 50% of the workforce – but people are still trying to understand what a millennial is and more importantly why do they do what they do? I have spent the last six months telling leaders and organisations my views on the complex force of a millennial but it’s time to be honest – they’re not complex at all.
Over the next few weeks I will tell you the main reasons of what millennials want and now it’s time for the first request.
#1 They want to shape where they work
Millennials want to shape where they work because they need the freedom to express themselves – they’re very anti-corporate structure. Millennials want a flexible approach to work with regular feedback and encouragement. The environment must provide a good work-life balance as well as creating opportunities for growth and change.
Millennials don’t believe in a 9-5 working week, in fact often they are willing to work later but they look to be rewarded and recognised for their work. They want their environment to be surrounded by technology – the millennials are the first generation that are digital natives as they have been absorbed by new technologies.
If you want to be successful and attractive for millennials – you must re-think your environment as each employee will want a workplace that engages, inspires and motivates them each day. Each person is different but you can listen to them ALL and you can act – that is the power you have as a leader.