As 2016 begins, the millennial takeover has officially begun. Last year, according to Randstad USA, the workforce was comprised of 30% Baby Boomers, 30% Gen X's, and 30% millennials. By 2020, the workforce will be nearly 50% millennials. This new year will see a shakeup as the makeup begins to shift to the millennials. As more and more Baby Boomers reaching retirement age, how are employers stepping up their efforts to understand the millennial mindset so they can productively and effectively recruit, retain and prepare them for future leadership roles.
It will be important to understand their motivations, needs and expectations in the workplace and how they effectively get work done, work and relate with others. The issues are also compounded by the quickly evolving technological and political world. Technology has been a huge game changer for this generation. They have a capability of utilizing technology in such a way as to collaborate both in their workplace and in their lives. How can and how will organizations connect their younger members with smart technologies that keeps them abreast of company news, events and allows them to join groups based on their personal interests?
Though these are generalizations, some of the most positive traits often found in millennials are entrepreneurial thinking, flexibility, open-mindedness, passionate about their causes and value social responsibility in their employers, and they really care what their brand stands for, challenging the status quo, creativity and social communications. They are also the first generation to truly value collaborative behavior from workers above and below them in their organizations.
Workplace location, transportation options and office setup are important factors for this generation who value working in hip, walkable neighborhoods and working in a big open space. The focus on collaborative behavior is forcing organizations to ask, do we have the right physical environment for effective collaboration? Millennials desire a "cool" office settings with contemporary huddle spaces, standup desks, excellent air quality and more natural lighting as studies suggest that natural light increases human productivity and reduces fatigue and stress. Office colors play subtle roles as colors that are useful in the office are: orange – stimulates creativity; yellow – intensifies the intellect and heightens motivation; red – energizes; blue – calming, fights physical and mental tension; green – fights irritability and has a healing effect on the body. There are other sterotypes too. Millennials have a short attention span, are self-involved, not focused enough on the task at hand and will change jobs if they are not being fulfilled.
If they have not started, organizations need to begin looking at ways to attract and retain this important generational segment. They are having a huge impact on their organizations and they are not going to wait around for that "gold watch." What kinds of mentoring, coaching and leadership programs are to be adopted to capitalize on this growing and highly mobile workforce segment? How many years of service will they give you, and within those years, what growth opportunities do they have and how are they going to learn? How will organizations look at this important workforce and challenge themselves to doing things differently to help pave the way for millennials' success and theirs?
What are your thoughts on developing and cultivating millennial leadership talent in your team or organization? We would love to hear from you with comments or questions. Send me a note via email at brad@aperiocoaching.net or on Twitter @bparcells.
