Let’s face it, millennials have a mentality that can leave many a business leader or owner scratching their head. In some cases, the ‘speak their mind’ mentality is interpreted as a need to be right, or a sign of disrespect. Understandable of course, if unaware of the core values that millennials abide by: honesty and transparency being two of those.
When it comes to the workplace, restrictions – whether formal or self-imposed – can sometimes limit the opportunity to have meaningful conversations around what matters to employees: the very values that drive engagement and productivity.
For millennials, this is more common than not. Which means workplaces are not taking an opportunity to hear their needs, challenges, or pain points – ultimately placing the business at risk of losing great talent.
If your business falls into this latter, then here’s an opportunity to get to know three pain points.
1. Entry level work
More so than in past generations, entry level work is challenging for millennials. Millennials have grown up in an era where technology and information exposure has created broader mindsets and “increased education” comparative to other generations at the same age.
This means millennials are accustomed to, and in some parts expect “bigger things” early on in life. Factor in values like wanting to make a difference, to contribute something of value, and purse their dreams, and it becomes clear of their visionary ways.
For millennials, being in positions that are monotonous or heavily admin doesn’t translate to substance. Workplaces would benefit from creating more diversity in the types of tasks given to millennials and give them more opportunity to add value in their current roles.
2. Workplace value systems clashing
For generations such as Baby Boomers and X-ers, working 9 to 5 has been a reality of life. However, millennials view this as only one option. Millennials strive to find a workplace that offers flexibility – such as working from home, and flexible work hours.
While the pandemic pushed the fast forward button on workplaces catching up, some are still hanging on to traditional working structures. The reality is rigid working hours and a requirement to be physically present doesn’t equate to productivity. A workplace will get more from millennials when they are given flexibility and a freedom. Post pandemic, workplaces would benefit from setting up a hybrid workplace arrangement that includes the option to work remote.
3. Inter-generational relationships
Millennials sometimes find it difficult relating to older generations. For example, some workplace insights have shown that millennials report they nothing to talk about with older colleagues, or older gens referring to age in a negative way against one’s capability to do a job. This raises the point around lack of awareness of generational differences and places responsibility back on workplaces to ensure that better relationships are occurring with colleagues. Workplaces would benefit from identifying where intergenerational tensions are present and resolving these through education and awareness.
While these issues are not exclusive, they do offer insight into the millennial experience – providing business leaders with an opportunity to identify and resolve challenges.
