Cooping With Millenials at Workplace

Work Through Millenial's Eyes / Cooping With Millenials At Workplace What do Millennial Want What could be done According to Charles Volkert, there is no one who can create a work environment that suits the need of all of his or her employees. This is particularly true for workers born after 1980 (Generation Y); such young workers often differ significantly from those born before, especially in terms of what they expect from their employers and their mentality towards work.

For a manager to not only attract, but also maintain the best of post-1980 workers, it is key to adapt benefits and also formulate a motivational system that takes into account the unique preferences and attributes of these kinds of workers. However, before formulating such steps, it is crucial to first understand the Generation Y employees in detail (Volkert, 1).

What do Generation Y workers Want According to Robert Half's 2015 white paper, The Changing Face of the Legal Industry, generation Y employees value independence and reinforcement in their work, and prefer work environments that are informal and fun. Since these young people grew up during the technological boom of the 1990s that was characterized by a sharp increase in people using personal computers, it makes them technologically competent (Volkert, 2). Millennials have been brought up at such a time where the internet has allowed information to become widely and instantly available.

This, coupled with the fact that generation Y employees want to be creative, results in a group of employees that is not willing to sit around and do the same thing over and over again. Such employees are always on the look for new and more challenging problems and also for challenges that require creativity to be overcome (Gilbert, 4).

These views are similar to those expressed by a generation Y worker, Tamara Erickson, who in a 2009 article, admitted to her peers that she expected she would get more opportunities to work on her own ideas and that the managers would have already known that the model is changing (Erickson, 15). Another researcher, Leigh Buchanan, in her work Meet the Millennials, says that one of the distinguishing characteristics of generation Y employees is that apart from being technologically proficient, they are also geared to do well by doing good.

For instance, in her work, Buchanan says that 70% of the millennials they surveyed said that their highest priorities were being civically engaged and giving back to the community. According to a work done by Yahoo! HotJobs and Robert Half Legal What Millennial Workers Want: How to Attract and Retain Gen Y Employees, millennials are a practical group, and when assessing job opportunities, they will look at room for career growth, benefits and salaries, before they look into any other factors.

The work also reports that constant feedback and close supervision should be prioritized by employers recruiting young people. As Jay Gilbert opines, not only is the feedback important, the way it is delivered is also important. In her work "Don't be so touchy! -- The secret to giving feedback to millennials," Joanne Sujansky suggests that for one to deliver effective feedback, what is said should be clear and specific (Sujansky, 3-20).

Another thing that is unique with generation Y employees is that they are always on the move for greener career pastures and the main factors that would lure them to another firm are benefits and pay, more interesting work and opportunities for advancement (Volkert, 2). What can be done To attract, recruit and retain Millennials, firms can utilize several recruitment strategies. One thing they can take advantage of is the fact that millennials always stay socially connected and look at their smartphones about 43 times on average, per day.

Since Facebook, Twitter, LinkedIn and other social media sites are some of the channels through which these young people stay connected, it is important to strengthen company presence on such sites. These young people love to discover and share information, so one can attract and hire millennials more easily by sending vacancies straight to the phones of millennials. One should consider building a mobile application or making their website more mobile friendly to tap into the technologically-savvy generation Y employees. Another way could be to reshape the Interview process.

Since millennials are always on the look-out for unique experiences, one should reshape the interviewing process to make it new and unique. For instance, the traditional face-to-face interviewing process can be changed to a video-conferencing interview or a telephone interview. The location could also be changed. The millennial could be interviewed at a coffee shop to make the process more informal. An interviewees tweet or Facebook post about how interesting the interview process was might attract even more millennials to the interview process.

Finally, it is important to consider their favorite topics. Millennials want to be assured that they can grow professionally within a company, as such is crucial to always point out during the interviewing process of the career development programs that are available within one's company. Hence, making.