Millennial Workforce

How to Harness the Power of Millennials in Your Company?

Born between 1981 and 1996, the Millennial generation is a powerhouse in today’s workplace. It is estimated that by the year 2020, 50% of the workforce will be made up of millennials. This generation displays an intrinsic knowledge and trust of technology, a consistent work ethic and a commitment to excellence in standards and practices. To fully engage these employees, companies must not only honor what millennials bring to the table but also be honorable themselves. The key points below will assist in gaining insight on how to harness the power of millennials in your company. Build a Solid Professional Relationship Employers may fear that taking a relational approach to management is too time-consuming. However, accustomed to instant access to information, many millennials in the modern workplace prefer a coaching style that consists of frequent, brief check-ins rather than epic conversations. Value Their Strengths This is a generation of people who have been told their whole lives that they can be anything they want to be. Consequently, they have put a lot of effort into discovering and becoming who they want to be, and they expect you to learn who they are and what their strengths are. Generic praise and cookie-cutter tasks won’t cut it with these employees. Encouragement needs to be specific and sincere, and The good news for employers is that getting to know how millennials in your workplace like to be encouraged and the tasks at which they thrive won’t be hard to do. This generation tends to be pretty self-aware. They probably know off the top of their heads what their top five CliftonStrengths and they are likely to have some great ideas about how to best utilize those strengths in a call center workplace environment. You just need to take the time to ask them. Foster Open Communication Millennials, in particular, tend to see their jobs as a significant part of their identities. They don’t want to simply punch a time card and go home at the end of the day. Their personal lives may bleed into their work lives, and their work may be viewed as a second home. This holistic view can blur the lines of traditional hierarchies in ways that older generations are not accustomed to taking into account. Bridging this gap in perspectives can be tricky. For example, seasoned executives are not always comfortable with having decisions questioned by newer employees. If employers can look past the perceived affront to their expertise, however, these questions may prove useful. They not only offer an opportunity for professional development for the person asking them but also challenge decision-makers to analyze and, if necessary, adapt decisions to better serve the company and its clients. Exhibit Ethical Business Practices In 2018, Deloitte revealed that only 48% of Millennials view corporations as ethical. This number dropped from 65% in just one year. To improve this impression, the ideal call center workplace must show that it values people as much as or more than profit and have a certain level of transparency. Demonstrate Diversity and Flexibility The aforementioned Deloitte study concluded that millennials are more likely to be loyal to a company that actively champions diversity. Employees are more likely to feel a sense of belonging in a workplace where they can be mentored by people in leadership who look like them or identify in similar ways. Younger workers also tend to value team goals that stem from the collaboration of a wealth of differing perspectives. A flexible environment is vital to millennials’ successful work-life integration. With modern technology, most of the work that has been traditionally done at desks can easily go mobile, and there’s little discernible reason why it shouldn’t, particularly if it results in happier, healthier workers. Enabling employees to telecommute or choose their own location can increase their engagement and job satisfaction in their workplace. Practice Accountability Millennials tend to have a strong awareness of and commitment to ethical business practices. They want to make the world a better place, and, as both consumers and employees, they actively seek out companies that share their values. Communicating your commitment to ecological responsibility, social justice, and solid labor practices is a good first step. It takes consistent fulfillment of those promises to earn the trust and loyalty of millennials in your employ. Millennials will soon make up half the workforce, and that percentage is only going to get larger in the next 5-10 years. Seek out innovative service options and more efficient ways to reach company goals. In order to reap the multitude of benefits that this particular population brings to the workplace, employers must adapt the way they have always done things to accommodate their needs and preferences.

Motivating the New Millennial Workforce

Millennials are currently the largest sector of the workforce, albeit by a small margin. However as Generation X transitions into retirement, company executives and managers must cater to a new generation with a different mode of thought. When thinking of a leader as an influencer, he or she is responsible for motivating and inspiring employees to greater levels of productivity, but what moves millennials into fervent or dedicated workplace performance? How should managers tailor leadership skills and training to the needs of a new perspective? Give Them True Vacations If you’ve been paying attention to recent shifts in social perceptions, you’ll already know millennials are completely over working long hours for money they’ll never get to spend because they’re always at work. Allow for sick days, but make sure employees have a chance to take a long 10-day vacation too. Three or four days away from the office are hardly enough time to fully unplug the various work-related electronic and emotional connections. Employees need a reprieve and frankly, some of the best solutions result from a rested minds subconscious. Millennials hardly mind the work grind, but they want to know they’ll get the time off they’ve earned. Exchange Trust for Increased Productivity Millennials are creative thinkers and problem solvers; so sitting in a stuffy cubicle is not their ideal workspace. Of course, certain positions require office time at least intermittently, but giving your millennial workers the freedom to move around or work from home might just inspire them to be more productive. Trade in your performance reviews and rubrics for frequent email or messaging check-ins. You can still get frequent updates on project progress and your employee has the freedom to create a timetable that will allow them to visit the doctor’s office before 5pm and complete their assignments by the deadline. This method requires a bit more trust, but don’t mistake a millennial’s thirst for flexibility and independence for a lack of work ethic. Empower Creative Thinkers and Support Ethical Initiatives Who do millennials want to work for? They seek companies with a reputation for innovation and/or ethical practices. Innovative and ethical environments provide millennials with empowering managers and enterprise protocols that will treat them well regardless of the situation. This generation wants to pitch new ideas to a manager who’s truly considering the proposal while knowing their employer will fulfill promises of advancement, medical benefits and time off when applicable. Moreover, employees want to distance themselves from the possibility of waking up to see their company made headlines for a scandal or unethical practice. Employee motivation is always at the forefront of manager’s mind, but what worked for Generation X won’t play as well with millennials. They are looking for employers they can trust to provide quality work environments and careers without asking them to sacrifice they personal lives or ethical standards. Managers will need to focus less on productivity metrics and more on fostering effective communication between employees and management. Millennials are happy to put in the work for personal and company progress, if you believe in them and they believe in you.

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