What can millennials expect from the workforce
What young skilled workers expect from companies - and what demands employers should make
Employees between the ages of 24 and 35 have a clear idea of what their employer should be like. Some of them make legitimate claims. However, a company does not have to offer everything that the so-called millennials demand. Sometimes a little humility would do them good.
A young generation of professionals with currently sought-after training can now choose their employer. You have studied and learned professions that are currently more than in demand. You grew up with computers and see necessary developments in digitization and Industry 4.0 - which helps companies in their efforts towards digital transformation. Employers who are dependent on young skilled workers will throw a lot into the balance in order to acquire graduates and young professionals.
What the younger generations want
Young workers expect more from their employer than profit thinking and positive financial results. They are not stupid, says the consulting firm Deloitte in its Millennial Survey 2018, and points out that they know very well: it doesn't work without good pay. Nevertheless, they first and foremost expect more social and ethical responsibility. The company should have a positive impact on society. Your (international) employer should tackle economic, environmental and social problems and counter them with educational initiatives, economic stability or cybersecurity. Young employees even believe that business executives have more influence than religious bodies and politicians.
Your priorities are also based on criteria such as the further development of your own job or clearly defined training opportunities. It is expected that the employer contributes to the improvement of the individual living conditions, supports them in the implementation of innovative ideas, which they prefer to create with very diverse teams.
If a company has made it its mission to act ethically and morally and manage to turn the perhaps self-imposed cultural change into sales, young employees will stay longer. For example, if the company commits itself to climate protection and resource conservation, that changes the way young people look at their employer. You behave more loyally.
The 30-year-olds remain loyal to the company even if they are given an individual workplace design. Flexible working hours and locations are no longer a problem from a purely technical point of view, it primarily depends on the design of the home office regulations how flexible the employees are allowed to be.
But loyalty has limits. Confirmed by many surveys, employees appreciate appreciation and attention. But this is surprising: according to the Deloitte study, young employees primarily value financial appreciation. That sounds like a contradiction: wasn't it you who demanded more from your employer than the thought of money? According to Deloitte, however, this fits in with her idea of making the employer jointly responsible for their living conditions. After all, they could save for their children or buy a house.
Morality ends with money - on both sides
When it comes to money, the image of attentive, ethically and morally correct young employees gets into trouble. For example, if you do not find flexible working conditions, do not look for an employer who meets this requirement. You are hired as a click worker in the gig economy, because there you not only work flexibly, but also earn a lot of money in a short period of time.
The misalignment becomes even more oblique if you turn the tables once. In the eyes of the younger generation, companies are investing too little in digitization. With this knowledge, they are in line with the trend and are probably right about this. In order to be prepared for digital change, companies not only have to purchase new IT equipment, but above all train their workforce and teach them how to think creatively - and all of this during their working hours, during which they must not forget about day-to-day business. The catch: you have to want it too and participate.
As a well-trained career starter around 30, with skills that companies are desperately looking for today, you can make more demands than an employee without special skills. There is nothing wrong with that and companies would do well to bring their thoroughly modern and forward-looking ideas into the company and to expand their job offers to so-called "soft" criteria.
What companies can expect
But does a company really have to unconditionally follow the applicants' demands? Conversely, can't executives also ask them to help shape the future of the company instead of sitting in the nest that has been made? You can and should do it.
Younger generations should better not rest on their laurels.
Everyone has to help with the digital transformation. Employees should be ready to deal with new tools that are in the starting blocks. They also demonstrate their ability to work in a team by supporting the company in recognizing and trying out meaningful collaborations. Further training measures do not have to be offered by managers without exception; here too, personal initiative is required, which management accepts. And not only the employer needs an open ear in the event of difficulties, the young colleagues should also be approachable and help remove obstacles in order to actively shape the corporate culture and a professional atmosphere according to their ideas.
A company lives from and with the staff. Because wherever business is really done together, not only one common goal develops - the workforce as a whole is allowed to attach success to its lapels and, as brand ambassadors, may carry the good name of the company outside. This can create a positive image, which in turn makes it easier for companies to take on the social responsibility that Millennials call for and to make a difference. With a functioning community, a company has more motivation, loyalty and team spirit than hiring agile coaches or putting together a super diverse quota team.
With all due respect, Millennials are also part of the working population who cannot rest on their skills. With the rapid development that we are experiencing in the current job market, the well-paid software developer may at some point just be one of many.
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