The modern workplace continues to change, and often in ways that have nothing to do with the introduction of new philosophies in management or technological innovations. The workforce itself is changing; millennials (Generation Y) are filling offices and bringing more introspective ideals, connections, and less willingness to align themselves to the needs of their employers.
For organisations that continue to rely on commitment, knowledge and skilled leadership, the millennial generation taking the place of baby boomers will create challenges in the future. With a better understanding of this particular group, companies can start making better use of their talents.
Millennials: A Closer Look
Typically born between 1980 and 2000, millennials in the United States watched their parents change careers so rapidly and have also witnessed foreign manufacturers reign supreme over domestic jobs.
This generation is all about the high levels of prosperity, health, and education. Their knowledge of events and other information shaped an entrepreneurial and self-reliant generation — one that gets bored easily and is in love with technology.
Their characteristics offer new challenges for managers. Because of the drastic shift from baby boomers to millennials, it’s difficult for businesses to reorient the new generation with the concept of traditional project management.
Adapting to Gen Y Workers
Offices need to step up the game by focusing on the main Gen Y traits to better relate with millennials. For example, millennial workers consider their skill and knowledge as the source of employment mobility. What they know dictates where they go.
Technology will forever be a business’ best friend, but stepping it up a notch helps the workplace adapt better. Pronamics.com.au, a civil works estimating software specialist, recommends the use of management software. Millennials thrive in the arms of technology; let them work with one of their specialties. Encourage the professional growth of engaging talent by harnessing their talent in all things digital.
Most organisations aim to challenge their workers towards management. To find future leaders among millennials, businesses should create an environment that encourages them to consider career first. This requires an organisation to rethink management and leadership.
It all starts with thinking about the projects as communities, not teams. By embracing the behaviours of the community, managers can take advantage of multiple leaders directing specific aspects of a project.
In many ways, millennials will act on what their predecessors already know. By accepting the value of tools, offices encourage Gen Y talent, which opens doors for innovation.