In this uncertain economy and highly competitive business environment it is important that organisations recognise that the differentiator is their people. Those organisations that emerge as winners in the battle for talent must concur the challenge of hiring and retaining this generation’s top talent. These challenges often include lack of commitment, change in work attitudes, advancement expectations and fostering cooperation between different generations.
Lack of Commitment
Masie pointed out that most workers 25 years and younger rarely stays with the same organisation for more than 3 years. This view is popular as in many cases, millennials has no reservations jumping from job to job, out of a desire to find better opportunities, or in other cases simply because of boredom. Whatever the reason, it is clear that lack of commitment to organisations is a common trait of the millennial employee. In fact, this lack of commitment is so apparent, that in some cases, even if in an effort to retain their talent, they were offered better compensation or improved working conditions, they would still move on, simply because feel like it.
Another challenge to HR professionals is to manage millennials attitude towards work. This younger generation is not often concerned with how and when the work gets done, just that it gets done. They want jobs that are flexible, not having to work 9-5. In fact Masie stated, as outlined in the case that “a lot of them are used to getting up at 10 or 11 A.M”.
The fact that most millennials grew up with technology can also lead to challenges when managing the attitudes of the younger generation. Older managers often see technologies such as blogging, social networking and instant messaging as a distraction from work. However, as Masie highlighted, this is something that management will have to adjust to, if the focus is simply on getting the job done.
Millennials have ushered in a new...