In an article, The Truth about Millennials at Work, Pete Cashmore, the Founder and CEO of Mashable, as well as Olivier Fleurot, the CEO of MSLGROUP, talk about their new study which found that Millennials are focused on achieving through personal networks and technology. They value a good work-life balance, perceive their managers as friends, and don’t want to be tied to an organization, a timetable or a hierarchy.
Comments made by Cashmore and Fleurot include:
The Millennials are turning innovations into new businesses with speed we have never seen before. Successful leaders must drive constant innovation, manage with ease in a world of change, and must be able to navigate global markets. In that respect Millennials seem to be well prepared for the future.
Millennials are indeed a very special generation. According to Pew research, they are more diverse. Compared to those before them, they are unattached to organized politics and religion. They are connected by social media and optimistic about the future.
Most important in the workplace is that Millennials see their jobs as a continuation of their education experience, and expect managers to share their knowledge and to be a coach rather than a boss giving instructions.
Many managers have also discovered that Millennials don’t do well in hierarchical organizational structures where position is based on years of experience and keeping knowledge for oneself. These organizations tend to underestimate Millennials for what they can bring to the business – their technology skills, ability to innovate and a high level of comfort with change.
Millennials are more than willing to work hard and long, but they also want work with meaning and a better work-life balance. Businesses can respond by offering flexible hours and work–at-home programs.
Millennials respect organizations with clearly articulated visions, a strong purpose, shared values and clear career path options.
Companies must provide Millennials an opportunity for input, to share ideas and encourage them to explore opportunities.
Business leaders need to respect Millennials for the technology know-how and skills they offer the business while creating opportunities to build their leadership experience right at the start.
We should meet much more frequently to discuss career goals. If you set qualifying metrics for promotions that are understood by everyone, it works well with Millennials.
Millennials don’t choose a career for life and don’t have the expectation of being in the same career forever.
Millennials are very connected online.
If you ask them is it fun or is it work, you want to strive for them to answer “both.”