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Millennials as employees article lead

By 2020, about half of the working population will be millennials. Millennials are very different from their predecessors, and even in their careers they need a different approach and acknowledge different values. Regular and frequent feedback is especially important to them, and evaluating their performance once a year is not enough for them. Nearly 9 out of 10 young people, when searching for a job, focus on the professional and personal development opportunities that their employer will provide. Millennials, for example, also prefer socially responsible companies, teamwork, and an open approach, but also good organization and structure.

The Czech labor market is currently facing record job opportunities, companies going through the wave of economic growth are having a hard time filling jobs, and more and more employers are targeting previously neglected groups of job seekers, that is, people over the age of 50 or even 60 trips. However, this trend does not alter the fact that in a few years, nearly half of the world’s working population will consist of so-called millennials. However, unlike the previous generation, referred to as “Boomers”, they usually have different requirements and needs regarding their working life. “Employers who treat millennials the same way they treat older generations can thus face major problems, from dissatisfaction and demotivation to young workers to their collective exit.” Jiří Jemelka, director of the intensive care unit for companies that provides activation and interim management for small and medium-sized enterprises. What makes this group of employees specific and how do you engage with millennials so they work happily and efficiently?

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Quality and regular feedback is the key

One of the most important requirements of millennials is feedback on the performance of their work. However, the classic annual evaluation is definitely not what is on the minds of young people. According to a study by TriNet’s HR agency, 40% of millennial workers consider this type of comment too vague, while 62% say annual appraisal discourages them. In the case of an oral evaluation in the form of an interview with a manager or manager, 59% of millennials believe the evaluator is not well prepared, and up to 28% of young people responded to the annual evaluation by changing jobs. So what are these people asking for? “Millennials are often referred to as insecure in various psychological studies. At the work level, this uncertainty is reflected in the increased requirements for feedback. This should be done continuously, regularly and in the form of dialogue,” Comments of Jiří Jemelka. The importance of regular and frequent evaluations is also confirmed by a recent study by the consulting agency Gallup, according to which a third of millennials consider high-quality feedback to be a major factor in their professional growth.

Allow them to develop

For young employees, the possibility to develop their skills and further education has also become one of the most important advantages of working in recent years. According to the aforementioned consulting agency Gallup, for example, 87% of Millennials are interested in finding a job for their professional development when looking for a job. “Companies can satisfy young employees, for example, through various course offerings, workshops, and internal conferences with well-known experts, but also, for example, by promoting a company culture that encourages self-study.” Jerry Gemilka says. Company culture is then another important factor for millennials. For example, in this year’s Deloitte Millennium Survey, a list of priorities for young employees appeared, with company culture second only to pay scale. Then flexibility came in third. Millennials, for example, have a positive perception of a company culture that relies on team spirit and teamwork, a friendly atmosphere in the workplace, overcoming challenges as well as social responsibility.

Set the rules, but be open

It may come as a surprise to some that young millennials also prefer a solid build in their workplace and seek guidance in the form of mentors and leaders. What does steel structure mean in practice? For example, specific deadlines for completing tasks, clearly defined goals, whose implementation is subsequently evaluated, or planned activities as well as meetings with a predetermined agenda. On the issue of leadership, it should be borne in mind that millennials certainly do not take it as a dictation from the authorities. Young people want to learn from their leaders, they want positive role models that can motivate them. At the same time, they demand an open and fair approach that provides them with opportunities for equal dialogue and the application of their ideas.

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