Millennials – Time to Broaden Our Perspective?
It all starts with a conversation
Posted on 05-14-2018, Read Time: Min
Share:
Our parents asked it about us. Now, we’re asking it about millennials.
Today, we have more generations in the workplace than ever before. Diversity in terms of technology, demographics and globalization is enormous. Preceding generations find it hard to connect with or become frustrated with the millennial view of the world, creating struggles inside businesses of all sizes.
As a point of reference, here are ages of the current generations in the workplace:
Today, we have more generations in the workplace than ever before. Diversity in terms of technology, demographics and globalization is enormous. Preceding generations find it hard to connect with or become frustrated with the millennial view of the world, creating struggles inside businesses of all sizes.
As a point of reference, here are ages of the current generations in the workplace:
- Millennials: 22 – 37
- Gen X: 38 – 53
- Boomers: 54 – 72
The impact of millennials is already being felt in every aspect of society. As digital natives, they are able to access information and people instantly and expect the world to move at that pace. This group makes buying decisions based on quality and price, not brand. They are loyal to people they work with, not corporations they work for. They are pushing employers to make a difference in the community and want their work to make a difference in the organization.
The significance of this new world view is accentuated by the size of the millennial generation. Currently, they are 34% of the workforce, with 20% in leadership positions; they are expected to be 50% of the workforce in 2020.
When we take a look at generational attitudes and expectations around work, we can begin to see why there is a gap that can cause conflict.
View of Work
- Boomers – live to work
- Gen X – work to live
- Millennials – means to an end
Purpose of work
- Boomers – efficiency and quality of work
- Gen X – reward for work is freedom to do other things
- Millennials – meaningful contribution and personal development
Feedback
- Boomers – no thanks
- Gen X – sorry to bother you, but could you give me feedback
- Millennials – bring it on, the more the better
With such divergent expectations, it’s no wonder that we struggle to connect. Organizational leaders are asking themselves, “What does this generation want?”
The good news is that Gallup has done some extensive research into the millennial generation and has provided us with a check list.
What Millennials Want
- A purpose – not just a paycheck
- Career & personal development – not job satisfaction
- Coaches – not bosses
- Ongoing conversations – not annual reviews
- It’s my life – not just my job
Many organizations are already working to change their culture to keep these talented people. Businesses are becoming more active in their communities. The traditional performance evaluation process is being dismantled and redesigned to focus more on future growth than past work. Software and processes are being developed to provide frequent, relevant feedback. Organizations are placing a high priority on communication skills across the board.
But, as we work to meet expectations of millennials, what about other generations in the workplace? Can we focus on one generation and ignore the others?
With the competition for talent so high, we really can’t risk losing people from any generation. We need them all!
Does that mean we must customize everything?
Before we throw in the towel, let’s consider some interesting new cross-generational data. An international/multi-industry IBM survey revealed that the generations were often only a few percentage points different on key organizational issues.
Attitudes about Work:
A purpose, not a paycheck
- Millennials – 22%
- Gen X – 20%
- Boomers – 24%
Make a positive impact on organization
- Millennials – 25%
- Gen X – 21%
- Boomers – 23%
Manage work/life balance
- Millennials – 18%
- Gen X – 22%
- Boomers – 21%
Leadership qualities they want:
Provide hands-on feedback and guidance
- Millennials – 29%
- GenX – 24%
- Boomers – 28%
Transparent and readily shares information
- Millennials – 35%
- Gen X – 42%
- Boomers – 27%
Rewarding teamwork:
Everyone rewarded on successful team
- Millennials – 55%
- Gen X – 64%
- Boomers – 44%
The generations are indeed different, but this survey shows there’s significant common ground. As we reflect on what we have in common vs. what’s different, we can see that the generational gap may not be as big as we thought.
A foundation for the bridge is already in place.
To get started, consider three things that you can do to begin making cross-generational connections.
Build strong communication skills
- Make communication skills a top priority for leadership development.
- Start communication skills training day one as part of on-boarding; consider corporate-wide training and refreshers every year to help people hone skills.
- Invest in resources to develop effective conversational skills to create meaningful performance management discussions, provide ongoing feedback and act as coaches.
The success of the organization is based on the ability to have engaging, meaningful conversations. Our experience has demonstrated over and over again that business works when conversations do.
Develop team culture
- Help everyone understand how they fit into the organization, how their work impacts other members of the team, how their contributions add value.
- Create opportunities for cross-generational and cross-functional teams. Coach and guide teams to help them be successful.
Create career road maps for everyone in the organization
- Set clear expectations for success and collaborate on individual goals.
- Coach people along the way. Use regular feedback and performance evaluations to keep people on track and to help them understand how their personal and career goals are meshing with business strategies.
- Provide resources that individuals need to accomplish their goals, including education, training, stretch assignments.
Each generation has much to contribute. The quality and generosity of our conversations and our ability to collaborate and work together across generations will create strong, sustainable organizations for the future.
It all starts with a conversation.
What’s the matter with kids today? Not a thing – they are perfect in every way, just as we were.
Resources
- Myths, exaggerations and uncomfortable truths – IMB Institute for Business Value
- Beyond Millennials: Embracing an Intergenerational Workforce – Blessing White
- How Millennials Want to Work and Live – Gallup
- Let’s talk about great days at work: 2017 Employee Engagement Report – Blessing White
Author Bio
|
Noal McDonald is a seasoned professional in human resources and CPA firm management who has worked with a broad range of companies and industries, both internally and in her own consulting practice. Her CPA firm experience includes the roles of COO, Firm Administrator, HR Director and Marketing Director. She is a co-author of Revolutionary Conversations: The Tools You Need for the Success You Want, and a co-CEO of Revolutionary Conversations, LLC, where she develops and delivers courses and workshops for corporations and strategic alliances that want to enhance engagement, create collaborative cultures and improve employee performance. McDonald is certified as a Senior Professional in Human Resources (SPHR/SHRM-SCP) and is currently a member of the following professional organizations: Society for Human Resource Management, Professionals in Human Resources (PIHRA), and American Society for Talent Development (ATD).
Connect Noal McDonald |
Error: No such template "/CustomCode/topleader/category"!
