What really goes on in the minds of your employees belonging to the millennial generation? You have often come across a look of ‘I know it all - Zen’, or a perplexed face that says ‘I don’t care’. Sometimes, the look can also be of agony and terror, and funnily enough these reactions may or may not be because of the workload they have to bear.
According to the famous Gallup’s state of the Global Workforce report, a staggering 67% of the workforce falls in the ‘not engaged’ bracket. They can be seen as the endangered species that need superior intervention to help them get a hang of their lives. The study also reported that 15% of the workforce is ‘actively engaged’- these individuals enthusiastically take up responsibility. On the other hand, 18% of the workforce is ‘actively disengaged’ and create a toxic environment.
Within this 67% of the workforce is where you will usually find the Millennials. But how do you identify them? They perform a task expecting to gain instant gratification and merit, and want their toils to be turned into a big deal. But along with this, millennials are looking for growth opportunities that wouldn’t deter their spirits, and hope to take up work that would make a difference on a larger scale.
Millennials are also a bunch that comes with low resilience; it can be attributed to the self-image that they have been raised with, which has led to a belief that they can achieve anything that’s in their mind. Well, this idea has been backfiring at them at work, but their false ideas of grandeur have helped in coping with this quite efficiently. Since a lot of what happens today is blamed on technology, this workforce also has the liberty to say that they have been exposed to technology to a point of no return-having them in a loop of distraction.
Instead of always looking at millennials as the helpless child trapped in an adult body, here are a few things the millennial workforce would wish their CEO could provide:
The word is simple and we all know it is important to have trust in a workplace. But millennials at work crave trust as a basic bond they share with their higher authorities. A slight lack of confidence from the employers end could disrupt the way they approach the task at hand.
• Help envision the future
As mentioned earlier, millennials like working towards making a larger difference. Hence, they have to be reminded about the difference they make in the society at large. This motivation is what drives a positive output from the millennial generation.
• Build an appetite for failure
As explained, millennials have been made to believe that they can achieve anything at great lengths. These unrealistic expectations and merit given when undue, has caused them to be resilient. The role of the CEO would be to build an environment where they are not afraid to fall and rise to success from it.
Millennials can be considered overachievers with no sense of purpose. When a framework of the impact they make on society, and the role they play in the organisation is put across to them, they perform the job at hand in a better way. They believe in giving their best shot or nothing at all, hence they need to be moulded to understand that failure is only an opportunity not the end.