The following is what I wrote for a grad school paper in late 2010.
There are many articles and papers written about the Millennials, which usually portray this generation in a negative light, but isn’t this the case when any generation starts entering the workforce? Since 2004, the Millennials have been entering the workforce, and will continue to for the approximately the next fifteen years in large numbers. “According to recent figures from the U.S. Census Bureau, traditionalists represent 17% of the U.S. population (48.7 million); baby boomers represent 28% (78.3 million); Gen-Xers make up 23% (63.3 million) and Generation Y makes up 29% (80.4 million)” (Quinn, 2010). By 2014, it is predicted that the Millennials will make up about 47% of the workforce and by 2015, the majority of people in the workforce will belong to the Millennial generation. In 2008, a British services firm, PwC, had about half the employees under the age of thirty-five, and about a third of the employees are under twenty-five (Craig, 2008).This generation, the children of the Baby Boomers, is the next largest generation in the country and will fill space in the workforce that the Baby Boomers will leave behind as they retire. They will continue to enjoy the benefits that their parents brought to the workplace: ex. casual Friday and telecommuting: and they will push for more benefits, because they don’t want to be the workaholics that their parents are/were.
There are noticeable changes being made throughout the workforce to connect to the Millennials, but also techniques that the Millennials bring to be better productive in the workplace. This generation grew up in the “age of social networking and the internet, both of which provide a limitless source of information and myriad communication channels. The younger generation is therefore essential in helping businesses harness the power of new technology and remain competitive in a challenging global economy” (Sullivan, 2010). Besides technology and social media, Millennials are changing the way recruitment, education is used in the workplace and they way that Millennials want to be able to work in a “happy” environment.
There are noticeable changes being made throughout the workforce to connect to the Millennials, but also techniques that the Millennials bring to be better productive in the workplace. This generation grew up in the “age of social networking and the internet, both of which provide a limitless source of information and myriad communication channels. The younger generation is therefore essential in helping businesses harness the power of new technology and remain competitive in a challenging global economy” (Sullivan, 2010). Besides technology and social media, Millennials are changing the way recruitment, education is used in the workplace and they way that Millennials want to be able to work in a “happy” environment.
Technology
While the Baby Boomers started office jobs using typewriters to write correspondence; Millennials ask “What is a typewriter?” Millennials grew up with using all the technology that other generations needed to learn how to use. They have no problem encountering problems in regards to technology and software, they learn from trial and error to fix the issue(s). The generation is at ease using computers and Microsoft Office; Millennials have been using Word, Excel, and Power Point all throughout their schooling. There was always a computer day in school for the Millennials, the would go and play games like “Math Munchers” and “Oregon Trail,” using technology to keep on learning. Technology is second nature, or maybe even a sixth sense (Hershatter, 2010), to them, there wasn’t ever a time without it; “the first group that can truly be called the ‘technology generation’” (Sujansky, 2009). The internet is even part of this generation, established in 1982 (Hershatter, 2010). This generation went to school using the internet to search information for research projects, and this won’t change in the workforce. They are used to finding all information that they need from the internet.
Millennials, most likely, found their jobs using internet jobs searches in fields that they are interested in. Just google “job searches” in such-and-such a location, and see how many pop up. This generation knows how to manipulate technology to get the work done quicker than their elder counterparts who may have trouble using the same type of technology. The Millennial “relationship with technology has changed the way they know the world, and their positive experience inside organizations and institutions during their school years has changed the way they interact with them” (Hershatter, 2010).
Communication
“There is also no question that the language has shifted such that Millennial slang today is different from Gen X slang at the same age, or Boomer slang at the same age” (Guillemette, 2009). This is the generation that is used to using e-mail, text messages, instant messages (im’s), blogs and even Youtube commentaries to communicate with friends and family; there may be an issue of actually communicating face-to-face.
“Text has the advantage of being simple and timely, and falls nicely into the spectrum between phone calls and emails as a means of interactive, relatively immediate, but not necessarily intrusive, communication” (Hershatter 2010).
They use short hand such as “b4” for before and “TMI” for too much information, etc. Millennials would also prefer to work in groups to bounce off ideas from one another. They look for instant gratification, receiving feedback right away to know if they are on the right path and making correct decisions. This could stem from “helicopter parents” always being involved in their lives and helping the millennials’ make decisions in regards to school and jobs. This was always done in consensus. Millennials do not respond well to one-way communication; they would rather be part of the discussion and help make decisions which involve them in the workplace instead of being told what to do and when (Bradley, 2010). Millennials prefer to communicate in a group structure, using consensus to decide on how to solve issues that may arise. “An important step in communicating with the younger generations has been the move from the "passive" or "pushing" communications to the "active" or "pulling" communications. Generation Y needs active involvement in receiving information or they will quickly lose interest” (Goman, 2006). Communication through collaboration in the workplace will be driven by this generation and adopted by the organization. Beyond text and email, companies wishing to engage this generation should also rethink use of the web in terms of interactivity, visually appealing interfaces, and opportunities for personalized interaction and co-creation (Hershatter, 2010).
Social Media
In the mid-2000’s many companies had blocked social Media sites, such as Facebook and MySpace, from work computers. From the Millennials came Mark Zuckerberg, the founder of Facebook. Most of the Millennials were participants in the “original” Facebook, and have been using it for over six years. By the end of this decade, more companies have setup accounts and groups on Facebook and Twitter letting their customers/members know about what is going on in a organization. The elder Millennials were able to persuade their employers to use this new technology, Web 2.0, to communicate about what the company is doing in addition to press releases. David Feldman, who works on Technology at CNN spoke with Andrea Hershatter and Molly Epstein in September, 2009 said:
“My generation started the trend of communicating through blogs and social networks. In turn, every Fortune 500 company has jumped on our bandwagon in order to stay fresh and pertinent in the minds of their audience by creating corporate Facebook pages, Twitter feeds, and regularly updated blogs. Millennials are so closely watched because of our visual thinking and ability to process information in a much more streamlined and efficient fashion than any previous generation.”
“Social networking is among one of the most significant business developments of the twenty-first century by adding another dimension to the way people communicate all over the world (Bennett, 2010).” This is one avenue in which the Millennials pass the word on about what’s going on with them, and where they find information regarding current events and new jobs. One just has to look at the 2008 presidential election of Barack Obama to see how social media can change the face of an organization (Obama) and to get the word out to the younger generations. This is the generation that will create and use Web 3.0, whatever that will entail.
Recruitment
Millennials define success differently, as Jason Dorsey told Estelle Morrison “It's not about big paychecks and grand titles. It's about being happy. We want interesting and challenging work, to be a valued part of the team and to know that our contributions matter - even if we're in an entry-level job" (Morrison, 2010). It’s not “show me the money” for the Millennials. Millennials are seeking much more in return for their hard work than a paycheck. They are also looking for work that is meaningful and fulfilling (Ng, 2010). They also are civically minded and want to better their community. They would like to work to live instead of living to work, like their parents did. It is noted that this generation wants a more balanced home/work lifestyle. They have seen their Boomer parents work long hours to make their lives comfortable, but have decided that they would rather have a life over making a living. In 2008 Price Waterhouse Coopers did a “study that found that corporate responsibility is critical to Millennials, and 88% indicated that will seek an employer whose related values match their own” (Ng, 2010). This generation likes the idea of going “Green,” and would most likely try to join an organization that holds the environment in high regard, or they would try to implement changes. Recruiting new potential employees of the Millennial Generation, may include the use of social media with images of the current generation involved. This generation uses the “word of mouth” and peer reviews to understand information and see if something is worthwhile. As employers try to do background checks on potential employees, the potential Millennial generation will also be doing a background check on the potential employer. Millennials are savvy enough to read organizational culture and they seek out this kind of alignment between an organization’s values and actions (Hershatter, 2010).
Training
This generation is posed to be the most educated generation that the workforce has ever seen. There is no data to show that the Millennials will change this outlook on education; this is how they are/will learn in the workplace:
“Your experience is vital to our learning and we love to learn. We are completely aware how much you have to teach us, and we value your work experience very highly. We want to learn as much as we can from you so we, too, can be successful. We're interested in learning about the many different aspects of our profession, including the business, marketing and human relations aspects” (Guillemette, 2009).
This generation wants to know that what they learn today will help them with their future career. “They're like sponges, eager to soak up as much knowledge as possible. Training is seen as a benefit -- but only if approached correctly” (Ambrose, 2007). If employers don’t train their Millennial employees, the employees will leave. They expect to learn everyday while on the job.
Millennials want to amass the skills, knowledge, and credentials that will assist them in fulfilling both their personal and societal goals. Corporate, non-profit, and governmental entities seek driven, innovative, committed employees who will help them fulfill their organizational missions (Hershatter, 2010).
“Happy” Workplace
“Choose a job you love and you will never have to work a day in your life”
~ Confucius
~ Confucius
This seems to be a motto for the Millennials. They understand that some day to day activities won’t be of interest, actually some tasks will stay mundane, but that doesn’t mean that they don’t want to do meaningful work that they are interested in. They use the time in the office for networking and learning. There will be more social activities, or less conference calls and more in person meetings, or occasional team lunches and outings (Fallon, 2009). There will be more team building exercises so everyone gets to know each other outside to office and without the formalities of ties. “77% of surveyed workers between the ages of 20 and 29 believe that social aspects of work are very important to their overall sense of workplace satisfaction, as compared to 67% of their older colleagues” (Quick Study, 2007).
They would like to use “work time” to do pro-bono work or do activities like “Big Brother, Big Sister,” with inner city kids. 53% of the Millennial generation who take a work deferral or a sabbatical use the leave to ‘explore passions or volunteer’’ (Hewlett , 2009). 86% say that is it is important that their job needs to give back to the community.
Ready or not, Millennials are occupying a workplace near you, and more are coming. This generation is similar with other generations as they entered the workforce, but will not allow the status quo of expecting what is common place for the workplace. Changes are taking place, on how fast work is getting done and how communication will take place. Different ways of communicating, especially the internet and using social media to get in contact with people all around the world to get information from everywhere is important to this generation and will change the how the workplace searches for this information. Millennials believe in a different work/life balance of their parents, wanting to make the most of their life and not waiting for retirement to try new and exciting things.
References
Ambrose, J. (2007). New training techniques needed for Millennials. SkillSoft PLC. Retrieved November 20, 2010, from http://www.skillsoft.com/infocenter/documents/072007_MHT.pdf
Bennett, J. Owers, M. Pitt, M., & Tucker, M. (2010). Workplace impact of social networking. Property Management, 28(3), 138-148. Retrieved November 21, 2010, from ABI/INFORM Global.
Bradley, A.. (2010). THE TIME HAS COME TO EMBRACE Millennial Perspectives. T + D, 64(8), 22. Retrieved November 16, 2010, from ABI/INFORM Global.
Craig, T. (2008, September 10). Price Waterhouse Coopers. Personnel Today. 54-56. Retrieved November 7, 2010, from ABI/INFORM Global.
D'Aprix, R.. (2009). Leadership: The Perils of Denial and Gen F. Strategic Communication Management, 13(6), 13. Retrieved November 21, 2010, from ABI/INFORM Global.
Deal, J., Altman, D., & Rogelberg, S.. (2010). Millennials at Work: What We Know and What We Need to Do (If Anything). Journal of Business and Psychology, 25(2), 191-199. Retrieved November 21, 2010, from ABI/INFORM Global.
Fallon, T. (2009) Retain and Motivate the Next Generation: 7 Ways to get the most of out of your Millennial Workers. Supervision 7(5) 5-7. Retrieved November 15, 2010 from Business Source Complete.
Goman, C. (2006). Communicating for a new age. Strategic Communication Management, 10(5), 8-9. Retrieved November 5, 2010, from ABI/INFORM Global.
Guillemette, M.. (2009, July). And Now a Word From the Millennials (As Interpreted by a Boomer). CPA Practice Management Forum, 5(7), 15-16. Retrieved November 21, 2010, from ABI/INFORM Global.
Hershatter, A. Epstein, M.(2010, March 5) Millennials and the world of work: An organization and management perspective. Journal of Business & Psychology (Online). 25(2). 211-223. Retrived November 7, 2010 from Business Source Complete.
Hewlett, S. A., Sherbin, L., & Sumberg, K. (2009). How gen Y and boomers will reshape your agenda. Harvard Business Review, 87(7/8), 71–76. Retrieved November 11, 2010 from Business Source Complete.
Ng, E. Schweitzer, L. & Lyons, S. (2010). New Generation, Great Expectations: A Field Study of the Millennial Generation. Journal of Business & Psychology. 25 (2) 281-292. Retrieved November 16, 2010.
Quick Study: Gen Y Says, 'Talk To Us;' Online Video Gains Momentum; Employees Get Flexible. (2007, May). PR News, 63(21). Retrieved November 14, 2010, from ABI/INFORM Global.
Quinn, P.. (2010). A Multigenerational Perspective on Employee Communications. Risk Management, 57(1), 32-34,6. Retrieved November 13, 2010, from ABI/INFORM Global.
Sujansky, J. a.-R. (2009). Keeping the Millennials: why companies are losing billions in turnover to thier generation. New Jersey: John Wiley & Sons. Retrieved on November 20, 2010 from Http://books.google.com/books?id=CBMdS7jDUu0C&printsec=frontcover&source=gbs_ge_summary_r&cad=0#v=onepage&q&f=false
Sullivan, N. (2010). REWARD: Millennial mindset. Employee Benefits,33-34. Retrieved November 17, 2010, from ABI/INFORM Global.
