October 01, 2014
Posted in: Human Resources Management, Millenials in the Workforce
Tags: Millennials, New, Understand, Workforce
Organizations are learning that what motivated the previous workforce, does not necessarily motivate the millennial workforce. Boomers are leaving workplaces that have been designed around them, which is now at odds with the work expectations of the incoming millennials. Managers and human resources professionals will need to understand what these differences are so that they can create new engagement strategies for the millennial generation. The ability for organizations to understand the millennial generation will be a key factor in helping them develop such strategies. By discovering what expectations the millennials have of the workforce, organizations will have an advantage at recruiting and retaining top millennial talent. Those organizations who figure out how to engage the millennial generation will stand a better chance at being successful in the soon-to-be millennial-driven workforce than those who do not. The following literature review examines what has shaped the millennial generation, what motivates the millennial generation, why the millennial generation is important, and offers strategies organizations can take to engage the millennial workforce.
Millennials have had a different upbringing than previous generations. Millennials have been raised by extraordinarily involved parents who coached on the sidelines and often interceded on their children’s behalf. Research suggests that these efforts have produced a generational cohort that has high expectations and is unusually self-assured. Technology may be the biggest facilitator of this high degree of parent-child interaction. The millennial generation is truly a tethered generation where “the cell phone has become the new high-tech umbilical cord”. This high-touch type of relationship has led millennials to expect similar types of relationships in their professional lives.
Organizations have taken note of this new phenomenon. Enterprise-Rent-A-Car has decided to accommodate the parent-child bond by including parents in some of their hiring processes. National Public Radio (NPR) reports that “Enterprise is happy to send parents the same recruitment packages it sends their children. And when Enterprise interns present their final projects and are considering full-time positions, parents are invited in” (Ludden 2012, 1). Enterprise is just one example of how organizations are redefining how they interact with the new generation.
Do you want to read the entire whitepaper on Millennials in the Workforce: Creating a Mutually Beneficial Relationship? Download it now: http://go.kpaonline.com/millennialspdf
How does this apply to your workforce? Find out how to accommodate and attract millennials contact [email protected].
KPA Tami Boyer is a Sr. HR Client Advocate for KPA’s HR Management product line. Tami is a veteran of the United States Army and has previously worked as an HR Manager for Department of Defense contractors. Tami is PHR certified and has a Master’s Degree in Human Capital Management from the University of Denver.