The millennials in India who are accounting for over half the work force, are more educated than the previous generation with high expectations.
We are living in a country which is proud to have diversity, and coming from different culture and states, most of us have family backgrounds wherein the grandparents are not well educated, but have great family values, while parents are better educated.
THE MILLENNIAL WORKFORCE LOOKS FOR FLEXIBILITY AND WISHES TO CONNECT TO A LARGER PURPOSE.THE KEY IS TO MANAGE THEM WELL
Now, we have come to the mammoth task of managing millennials in our country with diversity . Therefore, we have to be thoughtful about how we manage the millennials, as it is expected that when the economy turns around, the voluntary turnover is likely to increase, hence, the employer has to take care about the millennials.Only 18% of millennials think they have a future in the field they are presently working in, hence, employers will be forced to go to the market to recruit new talent.
The three key expectations of the millennial workforce are good work-life balance, training and development and 20% of them seek to move up the corporate ladder faster.
Millennials have a “can-do“ attitude about tasks at work and look for feedback about how they are doing, frequently. They want a variety of tasks and expect that they will accomplish every one of them.
For them, boring is bad. They seek ever-changing tasks within their work. What’s happening next is their mantra. Don’t bore them, ignore them, or trivialise their contribution.
It is a thinking generation which believes in self-analysis, planning and prepping. They believe in respect more than monetary rewards, and wish for their work to be seen and spoken about by their seniors and peers.
Being born in the Internet age helps them dream big. It is a misconception that they are not rebellious and want to fight with the system.
Millennials want flexibility: They work well with clear instructions and concrete targets. Give them the freedom to have a flexible work schedule. Does it matter if they work from home or a coffee shop or wherever, if that’s where they are most productive at? Set deadlines and if they meet them, don’t worry so much about their tactics and the time they clock in and out.
Get the ‘deal’ right: It’s important for employers to explain not only what they are offering a potential employee, but also what they expect in return. Think creatively about reward strategies and what motivates the millennials.
Millennial employees stand out for being skilled with technology . Not only are they adept at using technology , but they prefer it. No other generation has grown up steeped in technology like the millennials, and so what is seen as optional or gadgetry for older generations is natural and required for millennials.
Technology isn’t novel: It’s always been there. And just as older generations leapt for new technology because it was something they were not used to, millennials may crave a sans-technology approach in communication. Remember, people and connections are important to them.
Millennials have grown up in a “maker-centric“ age in which creating something is of utmost importance. They are used to having answers and information at their fingertips as well, and a simple online search can provide them with complex answers to just about any question. The speed at which they can find answers, feeds into their need to be creative. Remember, they grew up in a fast-paced information age, and their attention span might be shorter.
Millennials are concerned about giving back to the community . Millennials want to feel that they are doing something to help others. They want to work for a company that has a reputation for caring about people and important causes, or, at the very least, allows them to be active in supporting those causes themselves.
Millennials view work as a key aspect of life, not a separate activity that needs to be “balanced“. For that reason, they place a strong emphasis on finding work that’s personally fulfilling. They want work to be able to afford the opportunity to make new friends, learn new skills, and connect to a larger purpose. That sense of purpose is a key factor in their job satisfaction.
Ultimately, millennials want to feel that their work and their place in your business has some meaning.
Source: TOI 03 Dec’2015