Why Gig-Economics Disproves Millennial Misconceptions

There’s a new generation of workers who want to show up and shine at your job. Just for a few months.

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Consider how often we hear something negative about Millennials.

“They’re self-focused. They’re lazy and narcissistic. Millennials are not what we want in our company. Millennials can’t keep a job.”

This perspective is wrong.

Millennials, especially the 50%(!!!) of the millennial age bracket, who engage in gig-economics disprove all this negative rhetoric.

In case you’ve missed it, gig-economics refers to the increase of freelance workers who take job-roles for a specific time-frame, usually short. It’s like a music gig, but with work.

A friend of mine is on the Board of one of New Zealand’s largest privately held tourism companies. They own boats. Planes. Buses. A ski-field. Thousands of tourists a day use their services to view this beautiful nation.

His perspective (and I agree with him) is gig-economy workers – the freelancers – bring passion and engagement to the workplace.

For two weeks, or two months, they engage at such a high level it’s almost worth the consideration to bring them on full-time.

Statistically, only 2 out of 10 employees are actively engaged in organizations.

This is a broad, global statistic. It should scare us though. Only 20% of our staff are onboard, on task, and on point. Fully Engaged. (Another 40% are somewhat engaged, while the last 40% unintentionally, or intentionally, disengage).

Every gig-worker is one more person on your team fired up and focused on your team’s success.

Most of those gig-economic engagers are Millennials; hard-working, intensely focused, choosing flexibility. So by no means lazy.

If you’re bored at work, undisciplined, and unfocused…be a little concerned.

There’s a new generation of workers who want to show up and shine at your job. Just for a few months. They’ll do it well.

If you need training on working with the Millennial generation or increasing engagement in the workforce, let us know at Lead Coach Release.

Originally published at www.leadcoachrelease.com

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