Who are these ‘millennials’ and how can they be motivated when it comes to training? David Chan gives some insight into the new kids on the block.
The millennial generation is broadly defined as those individuals born after 1985, who have grown up with the web and mobile communications. The impact of technology is not limited to their virtual habits, however, it has fundamentally altered the outlook and behaviours of these ‘digital natives’ in the real world too.
Millennials are used to finding information and socialising online. As such, they tend to choose self-selected teams and crowd-sourced information in everyday life, rather than relying on traditional management hierarchies or authority figures. They also pride themselves on being liberal, diverse and individual, so are more likely to seek out their own unique and entrepreneurial career paths, rather than following the pack.
"Offering training will help to lock-in Millennials for a number of years."
The full impact of ‘Generation Y’ is yet to be fully felt in the workplace, with the recession reducing the availability of graduate and entry-level roles. But, as the economy picks up, the process of recruiting and training Millennials should become a priority for public and private sector organisations.
Recruitment
With a recent poll from the Association of Graduate Recruiters suggesting that there are currently 70 applicants for every job, many employers will consider the current climate to be a ‘buyers’ market’. But how do you ensure that you’re attracting the best and brightest candidates?
Millennials will scour the web for information on prospective employers, so it’s vital to check that your online reputation is as polished as it can be. They’ll also be looking out for customisable roles to suit their individual skills mix. As such, presenting graduate schemes as one-size-fits-all commodities won’t wash anymore. Finally, will Millennials find your corporate culture appealing? They’ll be looking for opportunities to be autonomous, show initiative, and use the tools that they’re accustomed to, so how do you ensure that your organisation appears progressive and inclusive?
Induction
Socialising new recruits into today’s workplace is difficult at any level – many organisations have an increasingly mobile workforce, which encompasses remote, global teams, communicating largely through e-mail. Whilst Millennials may be happier jumping into this environment than older counterparts, the challenge is to define the authoritative sources of information within these dissipated organisational structures – whether people or procedures.
"With the right training and guidance, Millennials will bring a fresh approach to the workplace potentially revolutionising traditional organisations and bring tangible business benefits."
Millennials will be used to working in their own way, so outlining their freedoms versus the constraints of the organisation will be a vital part of induction training. Do they know when it’s appropriate to self-organise or when they should consult their line managers? Are you enabling them to choose their own online tools to get things done, or enforcing standard software across your organisation? And if it’s the former, are there policies in place on how they should be used?
Ongoing training
In the age of social media, employees are increasingly becoming brand ambassadors and customer service representatives, regardless of their actual role within an organisation. With Generation Y likely to be the ongoing early adopters of the ‘next big thing’, they will become increasingly influential in how an organisation is portrayed on the web.
With this in mind, continuous updates to procedures and training will be crucial. Do Millennials know which tools they can use and how to get the best out of them? Do they know what is acceptable to say on social networks? And are information security policies in place to protect your organisation’s data and intellectual property?
Appraisal
The entrepreneurial spirit of Millennials makes them far less likely to aspire to a ‘job for life’ than their predecessors, so continuous professional development is more important than ever. Organisations should ask themselves whether they are doing everything that they can to retain their best young employees.
"Millennials will be used to working in their own way, so outlining their freedoms versus the constraints of the organisation will be a vital part of induction training."
Performance appraisals should be split from development appraisals, to ensure that employee dissatisfaction can be identified early. It’s also important for Generation Y’s feedback to be taken seriously. Do they have a new approach backed by a business case that could make operations more efficient or profitable?
Finally, offering training will help to lock-in Millennials for a number of years. Going outside of your organisation to external suppliers is a good idea too – Generation Y will be attracted to portfolio careers, encompassing a number of different areas, so offering the opportunity for them to add another string to their bow that can help your organisation will be highly beneficial.
Embracing the opportunity
There is no doubt that Millennials are fundamentally different to their predecessors, posing a variety of managerial and technological challenges for organisations. It should be remembered, however, that with the right training and guidance, Generation Y will bring a fresh approach to the workplace – one that has the potential to revolutionise many traditional organisations and bring tangible benefits to businesses.
David Chan is the director of City University London’s interdisciplinary Centre for Information Leadership. He recently co-authored "Responding to the Millennial Generation" – a whitepaper outlining the impact of ‘digital natives’ on the workplace. For further information, please visit: www.city.ac.uk/informationleadership.
