Community//

The Millennial’s Story

Millennials, or generation Y, as sociologists call them, are people born from 1980 to 2000. Ambitious, purposeful, open to everything new, they do not leave their gadgets and are always online. Specialists of various fields have repeatedly discussed their differences from the representatives of older generations. If we talk about disadvantages, each generation have them. Moreover, these are not even disadvantages, but features of development caused by objective reasons. Are the millennials in general inferior to the older generations? And what are the parameters for judging this?

How to Interact and Work with this Generation

The representatives of each generation have their own purpose. The goal of most Millennials is to create their own brand. Millennials love brandy things, for them it is a measure of success. This, of course, is not about household appliances or clothes. For them, really matters the ranking of the university that they have finished, the fame of the company in which they work, or the complexity of the tasks that they solve. They strive to find balance and success in all spheres of life, not only in the work or in the family, but also the recognition in all spheres in which they operate. After all, there is a belief that a successful person is successful in everything.



Today, this generation is called “the poor generation”. This is because, at some point, many members of this generation understand that they do not achieve their goals, do not support their own uniqueness, and as a result, frustration begins. And how to deal with it, they don’t represent well. Millennials try to enjoy life and it is really important for them, but pragmatic representatives try not only to get the joy of every day, but also to build plans for tomorrow.

Millennials as employee –

Now can be identified a number of features that are not common to representatives of previous generations, without regard to which it will be more difficult to work with Millennials. With proper communication, these features, or even shortcomings, can be transformed into advantages and mainly competitive advantages. Those companies that are already adapting their systems of learning and motivation to the features of millennials, they get smart, interesting and quite loyal employees.



1.) Get me interested

Many representatives of this generation, even with little experience and knowledge, are confident that the employer must do something to engage and interest them. Yes, sometimes it causes a smile, sometimes irritation, but you if the candidate if really interesting, you can fight for him.

2.) In the future I see myself as the owner of busines

Every year, such candidates are becoming more and more and such ambitiousness often frightens off.

3.) I consider work in your company as a step for my development

More and more candidates are claiming or thinking about it. Is it bad for the company? Not always, especially when it comes to consulting companies with a variety of projects. Such candidates want to take a lot, but they are ready to give the company no less.


4.) What will I learn? How work in your company will help me build my brand?

Is it too straightforward? Not all companies can answer this question. If the company has internal training, cross-functional projects, then this will be a great competitive advantage.


5.) I want to be able to work on a flexible schedule. If there are no meetings, can I work remotely?

Are they lazy? Do they want to spend more time on their hobbies, not on work? If you find a reasonable balance, you can improve the competitiveness of your company, as well as get more productive employees. Already now in a number of companies there is a system of lodging: there are fewer jobs than employees, and they are not assigned to specific people.


6.) Make me feel fun

Work should be fun. Nobody canceled the routine, but bright moments should be present. If the work itself is heavy, for example, production, then a regular fun should be present in the corporate culture, expressed in a comfortable psychological environment.


7.) Why do I need all this?

Clear prospects for growth and development in the company. There is an opinion that this generation is not inclined to think about tomorrow. This is not entirely true; they are just not ready to put an interesting life on a long shelf. Millennials are not ready to work actively only because it is necessary. Everyone should have a reason clearly outlined by the employer and understood by the employee.


8.) I work well? Will I get my bonus?

Yogis love to be praised and recognized for their merits and achievements. Feedback should be given clearly, perhaps briefly, but regularly. If the employee works well, then he expects a bonus or a salary increase. The situation when their wage was not raised for a year, in contrast to their older comrades, plunges them into shock.

If you do not prevent Millennials from creating their own world, often unique, and actively participate in the process, if you treat an employee as a person, and not as a robot that owes something, then the employer can create a very effective team consisting of creative Millennials.

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