According to Davey in his article 'The Key to Preventing Generational Tension Is Remembering That Everyone Wants to Feel Valued' published in July, 2018 edition of Harvard Business Review,
“Age and stage don’t explain everything, either. If you have multiple Millennial on your team, you’ll realize that neither generation nor age can explain how different the Millennial are from one another”
The above statement clearly suggest that the millennial are a different set of a group with unique characteristics. However, considering their unique characteristics, millennial are presented with many challenges as well as opportunities by the management. Therefore, to succeed in driving any company to the next level with millennial, the organization needs to get the right strategy of engaging them (Gilbert, 2011).As per Mike Johnson’s ‘The new rules of engagement’, engagement now begins with employees’ lifestyles and what they consider is worth investing themselves in; the choice to engage lies with the employee (Smith & Marwick, 2009). Accordingly, here are some top strategies that can be adopted or followed to engage the Millennial.
“Age and stage don’t explain everything, either. If you have multiple Millennial on your team, you’ll realize that neither generation nor age can explain how different the Millennial are from one another”
The above statement clearly suggest that the millennial are a different set of a group with unique characteristics. However, considering their unique characteristics, millennial are presented with many challenges as well as opportunities by the management. Therefore, to succeed in driving any company to the next level with millennial, the organization needs to get the right strategy of engaging them (Gilbert, 2011).As per Mike Johnson’s ‘The new rules of engagement’, engagement now begins with employees’ lifestyles and what they consider is worth investing themselves in; the choice to engage lies with the employee (Smith & Marwick, 2009). Accordingly, here are some top strategies that can be adopted or followed to engage the Millennial.
01. Develop unique connections
As ‘Millennial’ are more often work as a team, they fancy being more interactive between peers and even with the line managers. Therefore, they need to be facilitated to develop such skills and connections by organizing more interactive forums between staff (Gaskel, 2016, Forbes). Sessions on defining the organizational vision and mission too will help (Gilbert, 2011).
Therefore, networking can be identified as the most effective way of engaging or attracting a millennial to his work. Millennial by his nature, prefers to work with a team with more interactive sessions and feed backs.
Therefore, networking can be identified as the most effective way of engaging or attracting a millennial to his work. Millennial by his nature, prefers to work with a team with more interactive sessions and feed backs.
02. Flexibility at workplace
‘Millennial’ have grown up in an era where they can reach any information almost instantly. Therefore it is essential to understand their true potential and to give freedom to think out of the box to gain more creative solutions (Reilly, 2014).
03. Training & Development together with Innovations
In any organization, development of employee skills is highly significant to keep in touch with the organizational demand (Gilbert, 2011). Together with training and development, innovation too has become a major focus for many organizations as it is providing the ‘competitive edge’ for most of the firms (SHRM, 2014). Since the new generation is more engaged and savvy in technical aspects, such strategy would make loads of favor for the organization.
Further, to the credit of many organizations who are doing well in the respective industries are conducting research and development processes involving millennial. Since, millennial always want to feel themselves as important as any at the work engaged in, millennial involvement in R&D processes needs to be encouraged and appreciated.
Further, to the credit of many organizations who are doing well in the respective industries are conducting research and development processes involving millennial. Since, millennial always want to feel themselves as important as any at the work engaged in, millennial involvement in R&D processes needs to be encouraged and appreciated.
04. Continuous Appraisals/Feedback
Millennial always want to feel the work they are engaged in. They want to feel appreciated for the crucial commitment they have contributed towards the organization’s success (Robinson & Gandhi, 2019). Accordingly, many firms and organizations are currently conducting quarterly feed back sessions, inquiries or discussion with employees to ensure that the hard workers are identified and appreciated. It is also a way of moral boosting and encouragement for the employees ultimately leading to employee satisfaction.
Apart from the above, millennial can be attracted by the strategies like use of new latest technology, good working culture, a trusted team and the organization's guarantee of providing a quality life to the employer.
List Of References
Apart from the above, millennial can be attracted by the strategies like use of new latest technology, good working culture, a trusted team and the organization's guarantee of providing a quality life to the employer.
List Of References
Davey L. ( July 16 , 2018) – “The Key to Preventing Generational Tension Is
Remembering That Everyone Wants to Feel Valued” Harvard Business Review (Online)
Gaskell A. (February 25, 2016), Forbes article on ‘How To
Engage The Millennial Workforce’ Accessed online via https://www.forbes.com/sites/adigaskell/2016/02/25/how-to-engage-the-millennial-workforce/#519bc40511a2 –
Accessed on 26/04/2019
Gilbert
J (September/October 2011) ‘The Millennials: A new generation of
employees, a new set of engagement policies’ Available at https://iveybusinessjournal.com/publication/the-millennials-a-new-generation-of-employees-a-new-set-of-engagement-policies/ (accessed
on 31.03.2019)
Reilly,
R. (2014) ‘Five Ways to Improve Employee Engagement Now’ (Online)Available
at: https://www.gallup.com/workplace/231581/five-ways-improve-employee-engagement.aspx (accessed
on 15.04.2019)
Robinson J. & Gandhi R., (March 13, 2019) Gallup article on “Make Engagement
Central to Culture and Reap the Rewards” Accessed online onhttps://www.gallup.com/workplace/247493/engagement-central-culture-reap-rewards.aspx Accessed
on 26/04/2019
Smith G.R. & Marwick C. (2009), “Employee engagement – A review of
Current thinking” report 469 published by Institute for Employment
studies -UK
Society
for Human Resource Management (Issue 2 / 2014) ‘Employee
Engagement: The Newest Research and Trends’ Available
at https://www.shrm.org/ResourcesAndTools/business-solutions/Documents/140373%20Workplace%20Visions%20Issue%202%202014_FINAL.pdf (accessed
on 31.03.2019)
It is interesting further discuss about millennials characteristics, which affects organizational performance and behavior.
ReplyDeleteMillennials like working in teams and are more tolerant than prior generations. They have been elevated on sports teams, standardized testing, and group learning, so it is not amazing that this would transferal into organizations (Kowske et al., 2010). A general complaint from Baby Boomers on Millennials is that Millennials are difficult to interact with, are entitled, and overly service-focused (Deal et al., 2010). This has been raised from Millennials expressing opinions and making greater demands than their more elder and experienced counterparts (Levenson, 2010).
As Hauw and Vos (2010) elaborated a factor that can be used to motivate and drive millennials is their higher expectations for advancement opportunities within their career. Millennials’ confidence and expecting over achieve targets; they are more likely to seek out career enhancing opportunities in an organization.
It is thus important for employers to adopt a more holistic approach towards managing their workforce. Instead of judging an employee’s abilities based on their tenure or age, employers should be focussing more on skills and competencies such as learning potential and leadership qualities. Having robust learning and development programmes can also help build a highly-skilled workforce, which in turn will increase an employer’s attractiveness in the market. Read more: attracting and retaining millennial employees in 2020.
ReplyDelete