Millennials in the Workplace Discussion

I must admit that I have struggled with this post for numerous reasons, Crossman, D. (2016). Views on millennials are middle of the road for me at best. For the last three decades now, I have cultivated a strategic workforce that embodies a high population of millennials.

Some of the statements are factional; Millennials are Entitled they would like to have input in most discussion processes because many have laboured to gain knowledge in their field. That generation refuses to accept the working knowledge being prized slightly higher than academic training in the workforce. the vantage point seems to be a view from an American scope of 80 hour plus work weeks and failing personnel relationships due to career obligations.

There are many differences between the American millennial expectations in comparison to the rest of the world. It has communicated best from Heidi Kurter ‘’It’s shocking one of the most developed countries in the world still operates on an underdeveloped mindset.

While the new generation receives a lot of flak for not accepting traditional working methods, they’re the only generation speaking up and fighting for balance’’ (Kurter, 2018).

Most of us were taught to ‘’Go be productive in the world’’ which translated into finding a job and make something of yourself to one day support your own family. We did such had children expressed that same phrase and productive meant ‘’ make a meaningful difference’’ to that generation.

Employers have a very unrealistic mindset by thinking you will maintain most of that population. Initially, there has to be a passion for that your organisation is trying to accomplish in the world, with an understanding that the role being filled directly supports that.

Millennials do not like bottlenecks in professional growth due to this they will not linger if career progression is not free flowing. More thought has been placed into this than needed.

Simply put if they don’t believe they can get a better combination of pay, responsibility, development and advancement potential and work-life control they will seek opportunities with the competitor (Deal & Levenson, 2015). Ralph Lauren stated in a 1997 interview that once designers have plateaued within the company, he aids them in locating a position elsewhere.

This is important for many reasons for me. It is a level of transparency and personal interest in developing talent. Because of this move, many of those same designers chose to return to the company when higher positions were available.

References

Deal, J., & Levenson, A. (2015). What millennials want from work (1st ed.). McGraw-Hill Education.

5 Ways Millennials Are Shaking Up the Workforce From The Bottom Up. (2018). Retrieved 12 January 2020, from https://www.forbes.com/sites/heidilynnekurter/2018/11/15/5-ways-millennials-are-shaking-up-the-workforce-from-the-bottom-up/#198e3e3a2415

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