Three approaches to increase the number of millennials who join your organization People who were born approximately between the early 1980s and the early 2000s, or who are now between the ages of early 20s and mid-30s, have been classified as millennials for a considerable amount of time. Millennials are no longer only referred to as “up and comers,” which is why the latter point is one that should not be overlooked. They are, in fact, going to be the majority of workers by the year 2020, with a significant number of them having already been employed in a professional capacity for ten years or more. Consequently, a significant number of millennials are not only joining the workforce at this point in time; they are also considering the possibility of assuming leadership roles or pondering the next significant step to take in their professional lives. However, is your company in a good position to not only attract young workers but also to keep them and develop them, so that you can get the most out of your online recruiting efforts in the long run? Even if you believe that the answer is “yes,” it is still a good idea to take into consideration the following suggestions in order to maximize your performance and provide your millennial applicants and employees with an experience that is both enjoyable and comprehensive. Millennials should be provided with opportunities to develop their potential for leadership. Many people believe that millennials are known for their high level of collaboration. What could thus come as a surprise to you is the fact that, according to the findings of a research conducted in 2015, 91 percent of them have aspirations of becoming leaders. The motive that drives millennials to pursue leadership possibilities, on the other hand, does not seem to be the same as it was more often the case for generations who came before them. When asked what was the most important factor in their decision to become a leader, 43 percent of respondents replied “empowering others.” Only five percent of respondents cited money, and one percent cited power. It is thus important for you to think about how your company can redefine leadership in order to provide your millennial workers with the opportunity to improve their talents in this area. It is not necessary about assigning them a certain role; rather, it may take the form of entrusting them with the responsibility of unique projects and initiatives. Your organizational structure should be flattened. The aforementioned survey revealed yet another enlightening result, which was that 83 percent of millennials said that they would like to work for a firm that had fewer levels of administration. There is a widespread belief that millennials do not often react well to hierarchical systems that are too rigid. These findings are consistent with this observation. It is possible that by flattening the leadership structure at your company, you will be able to provide your millennial employees with a significant amount of assistance in doing what comes naturally to them. This may include developing personal relationships with individuals throughout your organization and taking on significantly more responsibility for their own work. It is important to relax rigid and time-honored attitudes and expectations. This is something that ought to be obvious, yet the attitudes that millennials bring to the workplace are different from those that were prevalent in the generations that came before them. Due to the fact that millennials put a high value on maintaining a good work-life balance, it may be much more difficult to just throw money at your millennial workers to force them to work extra or unsociable hours than it would have been for their counterparts from several decades before. It is also probable that millennials will be turned off by extremely tight schedules or outdated standards about dress, tattoos, or piercings. Millennials often expect that they be free to “be themselves” when they are while they are at work. We are far beyond the point at which your organization ought to be attempting to accommodate millennials in the workplace with which it is currently familiar. Millennials, on the other hand, are likely to be designing your workplace in accordance with their own preferences. If your company offers millennial candidates opportunities that are in line with their values and that provide them with the appropriate development opportunities, it is likely that your company will reap the benefits for many years after the online recruitment campaign that brought such workers in their 20s and 30s into the company.
I love myBlogd
