What Makes Millennials Tick

What Makes Millennials Tick

Demographics in the workplace are rapidly changing.  The older generations of Baby Boomers are retiring.  Generation X is moving out of middle management to upper level positions, leaving Millennials to fill their shoes.  The youngest members of the workplace have a very different approach to work than any other generation before them.

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Millennials have often been called a generation of entitlement.  While this is absolutely not true, it is easy to understand how they gained this stereotype.  Children born between the early 1980’s and early 2000’s have grown up with technology, full schedules of extracurricular activities and helicopter parents.  They have also witnessed violence in schools and workplaces and their parents being laid-off after many years of loyally serving an employer.  Because of all of these experiences, they have a basic belief that there is more to life than work and that work can be performed anytime, anywhere.

This generation wants to make a difference and is not afraid to work hard to achieve their goals.  They yearn to work for a company that they believe in.  Seventy-eight percent of millennials will choose their employer based on its ability to innovate.  The current corporate structure in many companies is not really innovative.  The attitude that a work day is eight to nine hours, performed in a cubicle until you work your way up the ladder by putting in unpaid overtime is not innovative.  This thought process is the exact opposite of what the newest members of the workforce are seeking.

What do Millennials want from their employer?

  • Diversity in the workplace
  • Flexibility
  • Safety and security in their career – even more so than preceding generations
  • Job that nurtures their core values
  • Constantly gain new experience

While this may seem like a tall order, if a company can help cultivate this generation into leaders through mentoring, professional development, and re-recruitment, they will be rewarded with a loyal team member.  Failure to reassess corporate organization and culture to include Millennials will result in high turnover and lost productivity.  It will also alienate the next generation of minds who can help change the face of work as we know it.

Next time we share the best way to communicate with the more junior members of the team.

Have you lost a great candidate recently to a counter-offer?  Maybe you lost them to a competing offer?  The competition for exceptional talent is at a fever pitch right now.  If your interview funnel has been less than satisfactory and your pool of qualified talent is drying up, I invite you to a complimentary consultation on how to attract great talent on a consistent basis AND how to procure them so you don’t lose them to competing offers.  Reply to this email to set up your complimentary consultation.  I promise that in our call together you will leave with 2 or 3 ideas that will greatly impact your ability to find, attract, and procure the top 10-15% of the candidate pool on a consistent basis.

Fulcrum Search Science Inc. is sought out by leaders in Manufacturing and Packaging (Consumer Goods, Food/Pharma, and  Industrial),Technology, Professional Services, Distribution, Construction, and Renewable Energy, and who recognize the need to attract the industry’s best talent in the functions of Sales/Marketing, Engineering, Operations, Supply Chain/Logistics and General Management.  Through Fulcrum Search Science’s extensive network of relationships and their “deep dive” qualification process, they are able to identify and secure individuals who represent the top tier of professionals.  To discover how this process can benefit your organization, simply send an e-mail: bruce.mcalpine@fulcrumsearchscience.com   or call 9143 Bruce McAlpine (Class of 1972) –  at 416.847.4990.

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