Millennials in the Workplace - How to better connect with them in the workplace
The Millennials are those born from the early ’80s to the early 2000s.They are both the 20th century’s last generation and its first truly digital one.
This presentation explores the Millennials in the workplace and how employers should connect with them.
What else do they want for career happiness? Millennials are constantly on the lookout for a job that provides more “meaning”. What does “meaning” mean, exactly? Through interviews, Fast Company uncovered that meaningful work allows you to:
Share your gifts Make an impact in the lives of others Live your desired quality of life.
Getting these three components to align is the goal, but it’s certainly not easy.
Millennials derive a sense of meaning from helping others, with 84% agreeing with the statement “knowing I am helping to make a positive difference in the world is more important to me than professional recognition.”
Finding meaning in their work isn’t just a “wouldn’t it be nice” factor – it’s fundamental. 77% of Millennials stated that their ability to excel in their job is contingent upon deriving meaning from their work. Unfortunately, less than half report feeling that they actually get this sense of “meaning”. Clearly, the structures currently in place by most organizations to motivate Millennials simply aren’t cutting it.
According to the 2013 Millennial Impact Research Report, organizations will know their message is resonating when Millennials are compelled to share their content. It’s an instant feedback loop that tells organizations what this audience finds interesting and worth disseminating. Sharing, in fact, is a form of
Millennials aren’t afraid to share their opinions and ideas, nor challenge those of their superiors. This comes not from a disdain for authority, but from the notion that the best possible outcome for the company will come from listening to everybody’s point of view. They prefer a cross-functional way of working that transcends the constraints of rank, genuinely believing this is better for the business than blindly following orders passed down from the top of the totem pole.
Millennials want a manager that they can regard as a mentor, even a friend. They want to feel comfortable asking for feedback and advice, and establishing a rapport of frequent communication.They work best in companies where they feel they have a “work family”, with coworkers and superiors looking out for them as individuals, not just trying to retain them as a “resource”.
MILLENNIALS VIEW MORE DIGITAL ADS, ARE BETTER targeted ON AVERAGE Another reason for marketers to focus on digital platforms for advertising to Millennials is that they are more easily reached through these media. In terms of desktop-based display advertising, the average reach of Millennials among the Top 25 U.S. web properties is 27.9 percent, higher than for 35-54 year olds (27.3 percent) and 55+ year olds (25.4 percent). Not only are Millennials more likely to be reached by advertising on larger content networks, but they are also delivered a substantially higher overall frequency of ad impressions (2,311 per month) than 35-54 year-olds (2,212) and 55+ year-olds (1,803).
Given Millennials’ unique digital behavior and growing importance as media consumers, marketers need to employ a focused strategy to successfully reach and influence this valuable demographic. While their media consumption habits may be somewhat anomalous today, they are certain to become the norm in the not-too-distant future. It’s imperative that marketers activate effective Millennial marketing strategies immediately or else run the risk of losing the hearts and minds of this generation as they enter their highest earning years.
Whether it’s Millennials’ heavy digital media usage, unique smartphone preferences, fragmented social activity, selective TV viewing, or ease of digital targeting, there is nothing typical about how this generation consumes media. As they advance in age and influence, their rips in the fabric of the traditional media establishment will only become more pronounced. It’s time to take this group seriously as the huge marketing threat – and opportunity – it represents. Marketers who lay the right groundwork for effectively communicating with this audience will assuredly be the best equipped for the future of digital
MILLENNIALS MORE LIKELY OWN smartphones AND HAVE AFFINITY FOR IPHONES There is a popular notion of Millennials living their lives on their smartphones, and the data suggest that this is very much the case. Millennials have a substantially higher rate of smartphone penetration with their age segment than their older counterparts, with more than four out of every five Millennials using a smartphone compared to just over two out of three 35-54 year-olds and two out of five 55+ year-olds.
Millennials don’t agree with doing something a certain way just because that’s how it’s always been done. They recognize that the business and technology landscape is constantly changing, and that our ways of working should change with them. This gives them the reputation of sticking their nose up at the status quo, but with how quickly things are changing
The millennials may be a little narcissistic, but they're so self-confident, they believe they can change the world.
Millennials don't care about money as much as they care about working with a sense of purpose. This is a huge game-changer. Especially since work is now 24/7 vs. 9-5, young people want to at least find value in what they do.
69% of Millennials say they believe office attendance on a regular basis is unnecessary and 89% prefer to choose when and where they work rather than being placed in a 9-5 position. This is because they measure productivity by work completed, not by time spent in the office.
They see no point in tracking an employee’s “facetime”, finding more importance in the actual value that he or she delivers to the organization. They are comfortable telecommuting and don’t mind working late nights and weekends, while recognizing the importance of taking personal time to recharge, for themselves and for their work.
Just because Millennials are out of college, doesn’t mean they want to be done with learning. They are eager to continue expanding their skill sets and amassing knowledge, holding intellectual stimulation as a top factor in workplace motivation.
Beyond understanding how to perform a task – Millennials want to know why. 95% said that they are motivated to work harder when they understand the importance of a particular task within the context of the company’s big-picture goals.
Also, social media is a key channel for learning and information transfer. According to the 2013 Millennial Impact Research Report, Millennials who want constant updates on an organization no longer rely on or return to websites to receive that information. Instead, they use websites first to learn about the organization, and then to connect with its social networks to stay updated. The smoother and more integrated the online experience, the better.
80% of Millennials said they want to receive regular feedback from their managers. They don’t want to have to wait for their mid-year review, preferring to receive bite-size feedback more often. They want to have clarity on how they’re doing day-by-day, seeing performance management as an ongoing journey, vs. a one-off event.
They’re not looking for constant praise, he says, but rather they want to “keep score” on how they’re doing in all aspects of their career. “[They] never want to have a surprise,” Lawson says. Millennials grew up with the Internet, which offers instant gratification and quick feedback, and they expect that in other aspects of their lives. “That’s just part of the changing ethos, especially with younger workers,” Lawson explains. “If you get into the habit of regular feedback, it’s not confrontational; it’s just the ebb and flow of conversation and a constant tweaking of how you work with somebody.” Constant feedback is also beneficial to employers. Checking in with employees on a regular basis may allow you to unearth any conflict, concerns, and ideas in a more timely manner.
Millennials also expect recognition for their hard work and accomplishments, with 89% saying a reward should be given for a job well done. This isn’t because this generation is needy and self-centered, rather – it’s because they crave indications that their superiors approve of their work. Unlike previous generations, they’re not holding off for the promotions and raises promised down the road – they want to know if they’re being successful today.
Arguably, everyone wants to have fun – but Millennials want and even expect it in the workplace. With their less formal, task-oriented approach to work – they want to be able to have light moments in the workplace. This shouldn’t be confused with laziness or lack of professionalism – indeed, Millennials find business value in bonding with teammates and taking a break for creative inspiration. Not surprisingly, 90% of Millennials want their workplace to be social and fun, and 88% say that a positive company culture is essential to their dream job.
They not only want their workplace to be fun, but they also want to make their own hours and eventually be their own boss. Above all, millennials want to be happy at work, so much so that 50 percent of Gen Y workers would rather be unemployed then work at a job they hate.
89 percent of millennials want to be able to decide how to do a project at work. 89 percent want to be constantly learning on the job. 88 percent want co-workers to be their friend. 85 percent think that their familiarity with technology makes them a faster worker. 79 percent want to be able to wear jeans to work sometimes.
Picture: Google Office – Zurich It’s no secret that Google is a fun, fresh company, with tonnes of money, and dedicated employees, and part of the secret behind these employees is the awesome offices that they work from. Google put a lot of time and money into making the perfect work environment, mixing business with pleasure so that the staff can relax and refuel during their breaks. Google thrives of creativity and that thought has very much gone into the reasoning behind the designs of their offices, providing every employee with a space for them to be creative. There’s a rule at Google that nobody is allowed to be more than 100 meters away from food, so you’ll find kitchens everywhere, as well as an awesome cafeteria where every employee is fed three times a day, for free. If you think that the offices are over the top and far too big, then at least you won’t have to spend all your time walking everywhere as you can just take the slide or fireman’s pole around the building. If all of that’s not enough for you, and you really want somewhere quiet to relax and get away from work, there’s always the library or aquarium.
YouTube – San Bruno, California YouTube is an interesting company really because it was sold in less than 2 years for princely sum of $1.65 billion, yet it’s earning capabilities seem to be far below that. That hasn’t stopped Google from splashing out on big expensive offices though, which seems to be a trademark for them. Big open floor plans and perks for employees dominate this office complex, as they can relax with a bit of indoor putting, free-roam Segway riding, eating, gaming, swimming, and gym activities, to name just a few. It’s business and pleasure all rolled into one at YouTube, with the hopes that the staff will be relaxed and inspired enough to come up with new ideas and work well with their colleagues.
The YouTube lobby houses a large play button and flat screens on the wall which constantly plays a YouTube trends playlist so employees stay up to date with happenings on the site.Collaboration is at the heart of all YouTube projects, and the office space supports it with open areas and communal style work spaces. Employees from all levels and positions sit side by side and work together.
Natural lighting and a comfortable work environment is a top priority for all Google offices. This roof level room hosts a range of couches and sofas that are used for meetings. The backdrop is decorated with a YouTube video wall that includes snapshots from some of the top videos of all time.
The BrandLab is a place for customers—executives and their advertising or creative agencies who are charged with building brands and growing revenue—to think through how they can create better connections with people.
Google built the Google BrandLab to best serve its clients as a digital partner to help more brands harness the full potential of the web. It created this physical space in September of 2012, where employees can collaborate with brands and agencies, so they can tell their story
Why walk when you can ride? YouTube’s HQ’s are stocked with scooters and bikes for meeting to meeting transportation.
Provide mentoring and coaching – Millennials respond well to mentoring from more experienced employees. They would like to see their manager as a coach who supports them in their professional development – just keep in mind that they generally prefer to learn by application than by being told what to do.
Set clear targets and offer regular and structured feedback – Millennials welcome and expect detailed, regular feedback. 51% of those questioned said feedback should be given very frequently or continually on the job and only 1% said feedback was not important to them. That’s huge!
Cultivate an environment of continuous learning – Millennials expect ongoing learning as they enter the workplace and spend a high proportion of their time absorbing new information. 35% said they were attracted to employers who offer excellent training and development programs for this reason and saw it as the top benefit they wanted from an employer.
Invest in learning technology - Millennials respond well to a range of digital learning styles and delivery methods, which might include online learning modules, webinars or interactive game-play. They are innately collaborative and accustomed to learning in teams and by doing.
Offer training in workplace behavior and culture – Human resources leaders have found that millennials often require training in fundamental workplace behavior and culture. Because they are accustomed to instant responses when they chat with friends via text, they may not realize that older workers do not always treat messages with the same urgency.