Millennials are a complex group of humans. So why would you want them in your organisation and how do you attract them? We've uncovered some basics to help you out here.
Millennials are a complex group of humans.
On one hand, they’re seen as difficult to tame and problematic from a management perspective.
But on the other hand, they’re seen as innovative game changers with more than just the potential to overwhelmingly disrupt the business world.
“Many millennials feel unable to exert any meaningful influence on some of society’s biggest challenges; but, in the workforce, they can feel a greater sense of control – be an active participant rather than a bystander.”
The entire Community Services Industry is in a period of rapid change. No secret there.
The real secret is how we as not-for-profit organisations are going to adapt our business models and service offerings to survive these changes.
But there is good news. The universe has served us all up a saving grace in overwhelming numbers of millennials flooding the workforce with forward thinking, out-of-the-box, visionary minds.
Not only are they sharp, savvy operators, they’re looking to do social good.
“We see that millennials intend to stay longer with those employers that engage with social issues.”
When you consider these elements in context, it would seem that an employment relationship between a millennial and a not-for-profit organisation is a mutually beneficial arrangement.
Lifehack offer up the following advantages of having millennials in your workplace:
This is a group of young people with the energy, flexibility, intelligence and willingness to problem-solve and help you adapt your organisation.
“They are going to change the world, and they want to change it yesterday”
– Claire Tenzer, Group Business Director, Whybin/TBWA Melbourne4
The millennial generation is represented by youngsters who were born between 1980 and early 2000s. They are characterised by digital expertise and a go-getter attitude. The professionals from this generation seek constant growth through constructive feedback regarding their performance and like working on a variety of projects, expecting to succeed in most. Confident and positive, millennials are now ready to take on the world.
There is nothing traditional about the 4.9million Australian1 millennials.
Their expectations are lightyears from what any previous generation has wanted from their employer, or from their career for that matter.
"They are incredibly self-aware. They have a strong value set they understand and they will make choices based on that. They want to choose their own path, set their own agenda. They don’t want a career that is controlled by someone else. They will be the captain of their own ship."
– Zoey Saunders, Head of Customer Category for Coles at Carlton United Brewery4
Fortune.com’s5 key pieces of advice for those looking to hire millennials include:
“Silicon Valley’s wealth of perks, like nap rooms, free food, and pet-friendly policies, has raised the bar for many companies. But these luxuries are often just the obvious benefits of a general culture of care that appeals to millennials.
“While members of Generation X value control and compensation, millennials are driven by how well their team works together, how supported and appreciated they feel, and how much possibility they have.
“They’re all about how it feels.”
– Anne Donovan, PwC’s human-capital transformation leader5
Unpacking the Deloitte Millennial Survey 20172, there are some clear offerings to be made by organisations looking to attract millennials:
Surveyed millennials, in general, said they do not support leaders who take divisive positions or aim for radical transformation rather than gradual change. They are more comfortable with plain, straight-talking language from both business and political leaders; respond to passionate opinions; and identify with leaders who appeal to anyone who might feel left out or isolated.
They are the Trophy Generation that is good at what it does yet seeks regular feedback for further motivation. The need for validation and praise facilitates more effort and achievement. This means they require more feedback, but it would be worth it as they will work harder to improve upon it.
Recruiting millennials to your organisation and making use of their unique way of seeing the world is only going to strengthen your resilience.
There is plenty of research out there about the value of millennials in today’s business-scape and how to harness it.
This is a demographic group that will soon outweigh the presence of any other in the Australian workforce.
The information is all very consistent.
Millennials represent an exciting resource and opportunity to help the Community Services Industry adapt to the changes we’re facing.
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