A lot of energy is being spent on the topic of how to manage Millennials. There is angst as they come in and expect a different workplace – one that works for them as well as their employers. There is eye-rolling as their older workplace peers snicker a bit and wonder how they can be so naive, self-centered, and immature. There is a whole lot of “things don’t work that way here” going on.
As with all generalizations, they hold some truth in the macro sense, while exceptions abound when looking at a population case-by- case. Nonetheless, trends across this age demographic are evident. A recent INC article, called The Quick Guide to Motivating Millennials, points to six things that this younger, tech-savvy generation are looking for in their work:
- Purpose / Big Picture – They want to do work that matters. They want to know how their contributions relate to the overall mission of the organization.
- Development – Personal and professional development are valued even more than salary. They want to grow with intention. They want an employer that will invest in them.
- Responsibility – They want to make a difference. They want to be more than just a cog in the wheel. They don’t want to work for a paycheck alone.
- Mentors – Related to development, although this is a need for a personal connection. A relationship with someone taking the time and interest to invest in them.
- Integration of Work/Life & Flexibility – They want the freedom to blend work and life (vs. balance). They want to focus on getting the work done rather than measure the amount of time they are at work. And due to their ability to use technology, they can (and will) work anytime / any place.
As I review this list, I am struck by the degree of alignment with what research is showing us about emerging highly performing organizations:
- Purpose is at the core of what they do. Purpose provides direction and energy. It engages customers and attracts the right employees. And, purpose driven organizations financially outperform profit driven organizations.
- They invest heavily in people, recognizing that skills are reaching obsolescence quickly and that a well-equipped workforce is one of their primary advantages.
- There is shared leadership – not just at the top. Traditional top-down approaches are replaced by empowered employees across the organization. There are opportunities to lead everywhere – and one does not need to wait until they are “officially” dubbed a leader by virtue of their box on the org chart.
- People are connected across the organization and help each other out. All the time, not just when ordered. It is encourage and expected. Organizational knowledge is shared and technology enabled.
- Performance is measured by outcomes, with one outcome being learning when results are short of expectations. The amount of time spent at work is not the focus nor the sole measure. The integration of work as part of a fuller life is encouraged; which may mean your dog or child can come to work, you can work from home, you can set your own hours, or any number of innovative ways to make work and life become more seamless.
The connections between what Millennials are looking for and what organizations need in order to be relevant, fluid, and high performing are clear and compelling. So I’d suggest more energy be spent on asking how we can create a workplace in which Millennials want to come to work and to contribute. Because, at the end of the day, I suspect deep down each and every one of us wants exactly those things: to have the responsibility to work at something that really matters, in an environment where people help us grow and develop. We may not have demanded it, but it is not too late.
And a final note – a clever and funny video on the topic. Warning: Boomers with thin skin should NOT watch.
