The millennial (also known as Generation Y) is a demographic group after Generation X (Gen-X). There is no definite time limit for the start and end of this group. Experts and researchers usually use the early 1980s as the beginning of the birth of this group and the mid-1990s to early 2000s as the end of birth. Millennials are generally the children of the older Baby Boomers and Gen-X generations. Millennials are sometimes referred to as "Echo Boomers" because of the 'boom' (large increase) birth rates in the 1980s and 1990s.
This generation is touted as a productive and proud generation if it can work smarter, not harder. Although not necessarily all Gen Y has this attitude, every company should be aware that their ability is a great opportunity for the development of the company. But unfortunately, this generation is also easy to move to work if a little uncomfortable. In addition, they are very choosy if you want to apply for a job. According to a survey also conducted JobStreet, from a job vacancy, this generation is very concerned about the benefits of working in a company, among other facilities and comfort work. In addition to high salaries, millennials also want the company where they work can provide a variety of training and self-development. So how to deal with this generation? As quoted from fortune.com here's the strategy:
1. Make changes
The millennial generation is a generation that feels challenged by a work environment that involves creativity and change. Therefore, invite young employees to join the business development team and encourage them to convey ideas. If it is done, do not be surprised if from them come out unexpected ideas before.
2. Give them freedom/independence
Do not give too much direction on how to complete a job. Millennium generations do not like much interference from superiors when assigned a responsibility to give room for them to realize their initiative.
3. Diversity in the work environment
Respect and accept SARA differences in the workplace. Moreover, having the diversity of ideas, perspectives and experiences of employees is also a distinct advantage for the company.
4. Invite them to talk about technology
It's no secret that some millennial generation in the world is close to technology. So, invite your young talent to discuss the technology. There will be many chances that they will provide interesting ideas that will make the company's performance increase with the help of technology.
5. Embed the meaning or value in their work
Based on research conducted by Deloitte Millenial Survey 2015, most millennial generations choose work based on "sense of purpose" or the main purpose of a job done. They are eager to make a difference and will easily move to another company if they are able to give meaning to their lives.
6. Investing in Continuing Education
This makes them more likely to work with bosses or bosses who can appreciate and see them as individuals rather than merely assets. They want their competence development to be considered by the company.
7. Provide honest feedback regularly
Another way to optimize Gen-Y performance is to provide feedback on their work. They can receive input or criticism as long as it is constructive.
It may take time to fully understand the needs and desires of the millennial generation, but the important thing is you have to recognize the importance of attracting the attention of this generation because they are the generation that will run your company in the future. Basically, the key to motivating employees is to make them feel valued, empowered and engaged in the workplace, no matter what kind of generation. Thus, these three things should still be a guide in addition to the seven strategies mentioned above.