Content writing and artwork Company: Nakisa LOB: HCM

1. Millenniopedia
What Millennials say, what they mean
A dictionary to translate your
Millennial’s demands into business.
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2. “I want to work for Google.”
What they mean
Companies like Google, Facebook and Apple stand for everything recent college graduates are
looking for: creativity, collaboration, attractive salaries, innovative office spaces and flexibility.
These companies are listening to the new workforce generation and addressing their demands;
and so should every other company.
What this means for HR
In order to be an attractive employer for Millennials, companies need to present themselves
as innovative and progressive. While they don’t have to turn their offices into a playground for
employees, they should consider some easy fixes that will make the workplace more attractive:
a good way to motivate Gen-Y is to offer free perks that will allow for better work/life integration,
such as gym memberships, food and drinks, and break-out areas around the office.
However, the Millennial generation is looking for more than just fun at work. Throughout the next
pages of this Millenniopedia, we’ll reveal the “M-factor”.
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3. “I’m working from home today. ”
What they mean
In contrast to previous generations, twenty-somethings aren’t willing to compromise on their
personal life. Committed to delivering great results, they want to work on terms that they believe
in and are looking for an employer who trusts that they’ll get the job done.
What this means for HR
To maximize their productivity and creativity, HR needs to give Millennials room for flexibility.
With clear deadlines and KPIs set, HR and supervisors won’t need to worry about the work
hours – what really counts is the outcome. If projects and quality are being delivered and results
measured, does it really matter whether employees reach their full potential at home or their
favorite coffee shop?HR needs to show trust in their hires and offer opportunities to shift hours or
take advantage of a compressed work week.
As a wise man once said: “If you love something, set it free...”
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4. “I WANt to be my own boss. ”
What they mean
Although Millennials are an entrepreneurial generation, it’s a misconception that they thrive to be
their own boss. In fact, they don’t appreciate the concept of “bosses” at all. The reality is that these
young adults don’t want to work for others who are too demanding or constraining.
Gen-Y wants to be more than just workers in the assembly line – they want to have real impact
on the business and are looking for more insight into the company strategy and direction.
The desire for starting their own business is actually a call for transparency, independence and
flat hierarchies.
What this means for HR
To address their aspiration for independence and insight, HR and Managers need to offer ways for
their Generation Y to participate in strategic initiatives and carry responsibilities. Supervisors need to
provide guidance and clarity into how their youngest employees can contribute towards their business
objectives, while giving freedom for their own execution and avoiding micro-management.
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5. “I deserve a raise.”
What they mean
While Gen-Y is looking for more than just the money in a job, it’s still the paycheck that keeps
them motivated and engaged.
What this means for HR
As for all generations, their paycheck has a huge impact on Millennials’ morale and motivation.
Gen-Y knows what they want, and if they can’t find it in their current company, they’ll look for
another. To crack their full potential, HR needs to pay for performance and implement reward
strategies to keep them happy and motivated to constantly improve.
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6. “Can I view that on my tablet?^”^
What they mean
As “digital natives”, Millennials are known to be a tech savvy and connected generation. Having
grown up during the rise of globalization, the internet and social media, they’re used to accessing
information anytime, anywhere and connect with their peers whenever and however they like.
What this means for HR
Human Resources and IT need to provide access to technology that enables Millennials to stay
connected and collaborate with their team. The right tools implemented in the workplace will
allow for more efficient and simplified processes and keep your Gen-Y workforce connected.
Access to new and efficient devices will not only encourage your digital natives to feel more
engaged, but also ensure a significant increase in the productivity level of your entire workforce.
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7. “I think I deserve a promotion.”
What they mean
Often mistaken by baby boomers as “career impatience”, Millennials are very ambitious and feel the
urge to climb the career ladder in no time. If their company doesn’t offer them the opportunity to
grow, they’ll find one that will.
What this means for HR
Millennials value results over tenure, and are committed to their job and projects.
HR professionals and Managers need to understand the personal and professional goals of their
youngest employees. Why not allow your top talents to reach their goals more quickly?
By identifying opportunities for career moves and skill development such as secondments within
the organization, HR can put career and development plans in place that will help them reach their
career goals.
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8. “Do you think I did great? ”
What they mean
Millennials are constantly looking for feedback from their supervisor. Some may say that twenty-somethings
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are just longing for a pat on the back. Whereas in reality, they’re looking for constant
feedback on their performance to understand how they need to improve.
What this means for HR
HR needs to implement processes to allow for constant feedback and performance review.
The days when managers and employees would catch up once a year for the annual
performance evaluation are over. To unlock their full potential, the youngest addition to the
business requires honest feedback and advice on how to improve to reach their professional and
business objectives more quickly. For higher engagement, managers need to highlight positive
contributions, suggest improvements on key competencies and share feedback immediately.
Managers can no longer be bosses; they need to become mentors and work with their employees
towards their goals.
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9. “We should do the ALS Ice Bucket Challenge!”
What they mean
Millennials are looking to bring more than just a paycheck home from work; they’re also looking
for pride and fulfillment at the work place. They want to work for a company that not only cares
about their own people, but also society. Helping others, making a difference and giving back to
society are on the top of their personal and professional agenda.
What this means for HR
Corporate Social Responsibility is no longer just a corporate strategy, but also serious business
for Human Resources, as it will directly affect the quality of hires and employee engagement. An
easy fix for HR is to implement a company volunteer policy. Human Resources should be working
closely together with other areas of the business to identify CSR opportunities to not only improve
employer branding and employee engagement, but also to boost the overall company reputation.
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10. Contact us
Please visit www.nakisa.com for more information or email
nakisa@nakisa.com to arrange an assessment of your
Workforce 2020 readiness or to book a live demonstration of the
org and talent management solutions by Nakisa.
Email: nakisa@nakisa.com
Tel: +1.514.228.2000
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11. About us
Nakisa® Inc. is a leading Organization and Talent Management software
company, providing the world's largest organizations with the ability
to visualize and maintain accurate HCM data, confidently execute
organization design, devise harmonized succession and career plans,
and create an aligned, high-performing workforce. In collaboration with
a global network of partners, Nakisa serves a wide range of customers
across all sectors and regions. Nakisa's expanding client base includes
700+ enterprise customers, with more than 4 million subscribers from
24 industries, in 125 countries. Nakisa has been a partner of SAP® since
2007. SAP® Organizational Visualization by Nakisa® (SOVN) and SAP®
Talent Visualization by Nakisa® (STVN) are co-developed, supported and
sold by SAP. Available in 18 languages, these official solution extensions
form a key part of the SAP product and enhancement roadmap, ensuring
customers fully benefit from the latest SAP HCM technology innovations.
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