Understanding the Struggles of the Millennial Employee DuDell explained that three things happened around the same time in the 1990’s to create the perfect storm for millennials: the proliferation of technology, a booming US economy and the rise of the helicopter parents. “Millennials had too much,” said DuDell. “Too much access to information, too much access to communication and too much access to technology. With that, it changed the way we thought life was supposed to be and it created new struggles in life that we’ve never had before.”
“If you’re going to be good leaders, good managers, if you’re going to run good businesses, it’s imperative to understand the struggles that your employees face.”
The Work Revolution This generation of young workers may have grown up in a digital world amid uncertainty and a shower of parental attention. But ultimately, DuDell says they want the same thing that every employee wants: schedule control, meaningful work relationships and choice of projects and learning opportunities. In focusing on the needs of the next generation, companies must create a better place to work for everyone. Who are millennials as employees? • Practice an altruistic approach to business. Millennials believe business is used as a social tool to do good.
According to DuDell, these are the top struggles millennials face today: 1. The paradox of choice. To millennials, the less choices the better. 2. The pursuit of Happiness. Millennials are the most over-medicated, most over-anxious generation. 3. The burden of expression. Millennials value self-expression eight times more than baby boomers. They want to show the world who they are and they want people to understand them. 4. The saturation of technology. With the rise of technology, millennials struggle with interpersonal communication, but that doesn’t mean they don’t crave that interaction. 5. Shifting the expectations. Not everyone can win and it is changing the way millennials set goals. The average millennial changes jobs four times in their first decade out of college, which is double the rate of previous generations. Why? Because they have the freedom of choice.
T he Path to Progress in the Workplace While it’s important to know the inner workings of a millennial, how does this translate to the workplace? 1. Principle of Purpose. Millennials want to feel connected to why they are doing the job, so let passion fuel and strategy rule. 2. Principle of Adaption. A career should never be static. 3. Principle of Responsiveness. Communication is the anchor of trust. 4. Principle of Advocacy. Invest in the person—not the employee.
• Prioritize directness over perfection. Millennials respect those who have a strong point of view.
5. Principle of Autonomy. The path to loyalty is paved with independence.
• Prefer peer-to-peer on-demand learning.
6. Principle of Integrity. Earn loyalty through authenticity and vision.
• Crave work-life fusion, not work-life balance. Millennials look at work as a holistic expression of themselves. • Value emotional intelligence. • Desire fulfillment at work. Millennials value personal growth (because of us, my world is better), tribal influence (because of us our world is better), and social impact (because of us the world is better).
7. Principle of Betterment. Create applicable learning experiences. With DuDell’s pragmatic solutions to retaining the millennial employee, attendees left with tools they need to infuse these practices into their workplaces. “Invest in the person, not the employee,” said DuDell.
NSGA NOW ®
July/August 2017 | 13