By 2020, millennials will represent 50% of the global workplace, making us a huge influence on how business works.
Organizational leaders are becoming increasingly concerned that they soon will be unable to find the talent they need to succeed, with a shortage of suitably skilled workers as the single biggest worry. Businesses are competing fiercely for the best available talent to replace the retiring boomers in the upcoming years. Every year, more and more of that talent will be recruited from the ranks of millennials (PwC, 2011).
That means building leaders from the millennial generation can no longer be a delayed strategy for decision-makers in the workplace.
Reason 1: Millennials are critical to organizational success and sustainability
Reason 2: Millennials can quickly learn the ropes then come for the boss’s job
Reason 3: Millennials have options. We can decide we don’t want to work for someone
Reason 4: Without millennials, organizations will start to wane.
A report by PriceWaterhouse Coopers provides some insight into the minds of millennials. In 2011, the corporation carried out an online survey of 4,364 millennials across 75 countries under the age of 31 or under and had graduated college between 2008 and 2011. Seventy-five percent were currently employed or about to start a new job while 8% were unemployed at the time they responded to the questionnaire. The rest were self-employed or returning full-time to continue their education. According to the survey, 76% of respondents with a job said it was a graduate role, while 12% had a job that did not require a degree. The survey said that 54% expected to work for between two and five employers over their entire career.
This isn’t attributed to low attention spans and bouts of boredom millennials are believed to possess. This is a direct result of organizations determining that millennials aren’t high-level contributors because we’re not “one-size fits all.” We spend an average 1.5 years to 3 years working at a company. But working for two and five employers over a 40 to 50-year career suggests much greater longevity with an employer than that the perceived length of millennials’ employment, the survey said.
Millennials are vocal about what we want for our lives. Our careers are top priority. In fact, our generation sees a bigger picture for our work, leveraged by technology, freedom and creativity. This means we have the ability to add meaningful value to our work from anywhere at anytime, and we must be allowed to exercise that value in ways that others respect it.
Here are immediate opportunities we can take as leaders:
- Ask your employer for the resources to pursue education in your chosen field and opportunities to keep learning through training, workshops or tuition reimbursement. Also, be prepared to invest in your own training outside of the office to make your skills as marketable and transferable as possible. Ask for time with your manager for an explanation for how your specific contributions add to the company’s bottom line and how the team benefits from the efficiencies you can create.
- Ask management for leadership and personality assessments to better understand your traits as an intrapreneurial leader. Seek a professional coach and internal mentors who can advise you along the way. We are comfortable with transparency and want management to practice it as they are grooming us. We get the basic ingredients for success, but can gain valuable guidance as the benefit of some unconventional advice. Be prepared to make improvements along the way based on the feedback you receive. And, don’t be offended, even if you don’t agree with what comes out of the evaluation. Use it to your advantage. When we ask management to help us, we should reciprocate a tone of clarity and openness, with a respect for inclusion and diversity.
- Ask if you can mentor fellow millennials in the workplace who may need to be coached on the company’s culture. Offer to be a reverse mentor to baby boomers or Gen X-ers as an effort to build relationships with senior colleagues that could raise the bar on employee engagement and productivity. If you seek leadership in the workplace, ask for an honest assessment of your communication weaknesses and make sure you are working to inspire confidence, showing interest in the professional development of your coworkers and communicating with clarity and transparency.
When we define and prove our value as leaders, we create leverage to ask for more of what we want and the work we want to do.