What’s All the Hype about Millennials and Does it Really Matter?

By Georganne Weeks
Concept H.R.

It’s been said that by 2020 Millennials will make up 50% of the workforce and that by 2030 that number will grow to 75%.

A lot has been written about this new generation of Millennials. Some sources say they are hard to hire and retain, feel entitled to special privileges, need flexible schedules, and desire the ability to work remotely.  Others say they are praise hungry, lack in focus, tend to be technologically spoiled, expect a corner office before paying their dues, and have a tendency to job hop.

It’s also been said that Millennials are creative, articulate, thrive on multi-tasking, and enjoy sharing ideas. They have very high expectations about themselves, are masters of digital communication, and have a passion to make a difference, not only in the workplace, but in the world. These team-oriented workers who like to stay informed can be of great advantage to your business and employers would be wise to listen to their future workforce.

So, how does a company provide Millennials with what they need in order to foster engagement, job satisfaction, productivity, success and loyalty with your company? Let’s take a look at some of the challenges, as well as ideas about resolving those challenges in order to cultivate a place where Millennials would want to work.

In order to resolve the dilemma of engagement and allow for flexible work schedules and multiple work locations, it’s a must that companies provide them with easy access to cloud and mobile time and attendance software.  Paper time sheets and punching a clock are not popular choices with Millennials.

In order to retain millennials employers must offer them a friendly, positive work environment with opportunities for professional and personal growth and ways to make a difference at work and in the community. Employers might work with the Millennials in their efforts with a community service program or sponsoring a community service event the Millennial is connected with. Encouragement and/or participation in these efforts, demonstrates that management cares about what is important to them.

Millennials seek praise and want to feel that their efforts and accomplishments are acknowledged and appreciated. Employers can help Millennials feel valued by sharing the company vision and helping them to understand their role and what is expected from them in working toward the vision.

Fostering a good working relationship between the Millennials and the older generations can be challenging. However, this may be resolved by promoting a mentoring relationship between these generations and providing opportunities for them to learn from one another. There are some very valuable lessons to be learned from the older generations, while the younger generation can bring the older generations up to speed in the areas of technology, digital communication and new ways to manage.

It’s also a good idea to have them shadow management to see how management works through everyday business challenges and share with them what’s going on in the company. It’s important that management welcomes and encourages the Millennials to share their insights and ideas. Doing so will give them a sense of purpose and motivate them to succeed personally and to help the business succeed.

Millennials value health benefits that are flexible and fit into their personal lifestyles. They seek strong ethical leaders and managers that they can respect and trust, who will treat them well, lead by example, offer career development, sufficient financial reward, and meaningful work with a purpose. Millennials are looking for work that is fulfilling and enjoyable, and for a company they can be proud of.

It seems the Millennials basically want what their parents and grandparents want: flexibility, a pleasant workplace, opportunities for growth, recognition and appreciation, good work relationships, good benefits, and to be kept in the loop by good managers that they can respect and look up to.

So, should we listen to all the hype about the Millennials? Does it really matter? Maybe it’s time to focus on the things that are important to all of us and shift the emphasis away from the differences in the generations, and focus more on bringing the generations together to bring out the best in your workforce.

Georganne Weeks is currently PHR and SHRM-CP certified and has more than 25 years of human resource management experience.  She has conducted numerous training seminars and has supported hundreds of clients for Concept H.R. for over nine years.  Concept H.R. has solutions to many common human resource issues including payroll, benefits, 401(k) and risk management administration unique to the dynamics of a diverse workforce.  You can find the expertise needed to maintain compliance with employment labor laws and regulations on a federal, state, and local level, all given with the highest personal customized care.