Robin Throckmorton, Gen X
Kristin Kaminski, Gen Y
People in the business world are just starting to address the differences of Generation Y compared to the rest of the workforce, so how will they deal with the differences of emerging Millennials (born from 1991 to present) in the workforce? For some of you, you are saying "we do have Millennials in our workplaces." The Millennials may be as old as 17 and working in jobs in the retail, hospitality, entertainment, or restaurant industries already. But, too often people group Gen Y and the Millennials together and while there are many similarities, there are some distinct differences. As this youngest generation enters the workforce, we need to be getting prepared.
While Generation Y has had technology all throughout their life, the Millennials have seen the huge expansion of technology and can't imagine any aspect of their life without it. Today kids are brought up watching Baby Einstein before they can walk, they are constantly entertained by a handheld gaming device, a DVD player in the car, computer programs that help teach them to read, several televisions, and a multitude of electronic devices that need to be programmed. Back in the day when Generation Y was growing up electronic devices were in the process of growing up as well. Nintendo had just made it on the scene followed by Sega, then Playstation and now the Wii. Generation Y knew cell phones when they were only installed in your car and Gameboy wouldn't fit in your pocket, and computer game controls were just arrows to make you go left, right, up and down. Millennials on the other hand have had it all from a very young age. This difference in the amount of technology and the prevalence of technology helps to divide this Millennial generation from all of the others. If there were a worldwide blackout the first group to go crazy and the least likely to survive would be this generation. From first hand experience, we've witnessed the Millennials' reactions when the power goes out - "what do we do now?"
Millennials, as a generation, are the most technologically advanced generation, which can bring a tremendous value to an organization from a young recruit. However, due to being constantly entertained by electronics they often have problems efficiently communicating to others without some type of screen between the two. They are used to having every minute of their lives planned out for them and occupied and this will carry over to the business world. Employers will have to develop ways to keep them constantly entertained and intrigued by what they are doing and to continually keep them busy because without having specific guidelines on what needs to get done they can easily be distracted and move on. As a group that is used to seeing and evaluating the latest and greatest they are keen to catching onto whether or not what you are selling them is the real thing or you are just trying to impress them. They are used to forming online networks of people and researching all types of different outlets on what they are looking for. As an employer you need to go about advertising your company in a different way, in different areas and find something that will make your company stand out.
However, as businesses begin to cater towards Generation Y it will be that much easier to transition to these Millennials because while they are hugely different they have many of the same basic values and standards, especially when it comes to the work/life balance. These young folks are used to being extremely well rounded and involved in every different type of activity imaginable, and don't think for a second that you are going to find Millennials to work late hours routinely unless you are compensating for that somewhere else twofold. They know what they are worth, they know how valuable of an asset they would be to your company and they aren't going to settle for just anything. Much like Gen Ys, the Millennials have the same need to know "why" they should do anything before they will do it. If you want them to do something, don't expect to get away with just telling them but giving them the reason why and making it a solid reason not just "because I'm telling you to." Also, like the Gen Ys or maybe because they are still young, the Millennials are another generation with hovering helicopter parents. Their parents will call you to apply for the job, to discuss their availability, and even to find out how they are doing. Definitely be prepared to talk to their parents about why you fired them too if that would happen; honestly, the Millennial could probably care less but the parent will.
The Millennials are still young and impressionable. Now is the time for companies to invest in them and help them develop their business ethics. We can get involved with local public and private schools provide business related outreach programs that educate the students while they are in school and eager to learn. What is your business doing? What more could you do? Mentor? Shadow? Even as parents, we can provide them guidance in making the right choices but let them make those choices, which may mean failure. Share life experiences about our jobs to help them learn real life experiences from us. Who taught you early on some of the basic skill on the job that made a difference in your life? Pay it back…it will not only help your Millennial but our future workforce!
Robin Throckmorton, MA, SPHR is a Sr. Human Resources Consultant with Strategic Human Resources, Inc. If you have any questions, contact Robin Robin@StrategicHRinc.com.
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