![]() ![]() How can your business enable communication in a way that is relevant to the current workforce? How does your organisation put itself forward in the context of social media, or attract talent via its social presence?Ī study published in Harvard Business Review found that “employees who engage in online social interactions with coworkers through social media blogs tend to be more motivated and come up with innovative ideas.” 4 Think of ways to set up digital forums for colleagues to connect and collaborate. Harness this new way of ‘social’ thinking for your organisation. People today are very willing to push themselves forward.” It’s now OK to post something and say, ‘Look at wonderful I am,’ and someone else says: ‘You’re wonderful’. In a recent panel event, Andrew Bassat, co-founder and CEO of Australian recruitment portal Seek, commented on what has now become the new normal, saying: “People are so used to posting on social media, that stuff that would once have been called boastfulness has become so common. Social media also drives other behaviour that may seem unusual to older generations. Workers should love what they do, and then promote that love on social media, thus fusing their identities to that of their employers.” With a Millennial’s employer aligned to their public persona, organisational values are incredibly important. In what The New York Times refers to as “toil glamour”, “In the new work culture, merely liking one’s job is not enough. The same attitude is creeping into professional personas, too. It’s a place where individuals often strive to present a better version of themselves. Social media is about building and sustaining connections. With social media really kicking off in the early noughties, it’s been a constant presence in the lives of most Millennials. Here, we look at some of the features of the Millennial workforce. By understanding and adapting to the culture of today’s workforce by inspiring them and responding to their needs, businesses can remain not only competitive but also relevant. Work isn’t seen as something you can leave at the door. The employer-employee relationship is beyond merely transactional. Salaries and titles are no longer the defining feature to attract the best people. According to PwC’s 22nd CEO Survey, conducted in late 2018, availability of key skills is now the third biggest threat to growth, with 34% of business leaders saying they are extremely concerned by lack of talent. Meanwhile, many companies are struggling to attract or retain top talent. ![]() In the workforce, Millennials seek a management style and corporate culture that is significantly different from anything that has gone before. It’s not just society that’s changed under the weight of the Millennial generation. But they also came of age at the height of the economic recession, meaning that career compromises were made and choices became more heavily influenced by personal needs, purpose and values. Empowered by digital platforms, they’ve witnessed the force of large-scale action and continue to spearhead some of the greatest social movements of the day: think of Black Lives Matter, or Occupy Wall Street. Millennials are the most racially and ethnically diverse adult generation in history. Since 2016, there have been more Millennials in the workforce than any other generation 1 and by 2020, they’re forecast to make up 35% of the global workforce. Born between 19, the youngest are 23 the oldest are around 38 and nudging into leadership roles. By now, however, Millennials are well into adulthood. Believe what you read, and they’re a generation of job-hopping, entitled, narcissistic, distracted and lazy young things.įor the last decade, the term ‘Millennials’ has been used to generalise what’s right and wrong with young people. Society often tells us that Millennials are a unique cohort. ![]()
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |