Meet the New Millennials

Meet the New Millennials

 

I agree with April’s document that millennials desire a multifaceted job that enriches them in all aspects. As I stated in my paper, this is attributed to the fact that they have seen how their parents (baby boomers) worked for so long for companies and ended up getting laid off. Millennials, therefore, desire to balance between work and family so that they do not repeat the same mistakes their parents did. To motivate millennials, it is essential to make the workplace as digital as possible just as I pointed out in my document (Alton, 2017). I concur with April’s sentiments that organizations should create e-learning platforms and social networking to make the millennial workers more productive. Just as I pointed out, millennials are interested in short and spontaneous work, and since they were born in the smart-phone era, they prefer to work in a digitalized world. An organization that has the latest technology is bound to attract a lot of millennial workers.

I agree with the approach that April takes to show that most people look at the negative traits of the millennials rather than the positive ones. It is only through banking on the positive characteristics that organizations can optimize the millenials’ strength. Some of the positive traits of millennials include curiosity, tech skills, confidence and resourcefulness. Organizations can bank on these traits and use them to their advantage. For example, managers can give millennial workers assignments that require the use of high tech and creativity (Andersen, 2016). I also agree with April that millennials value feedback from their managers. When managers communicate openly and effectively, millennials feel that their work is appreciated. In my document, I discussed the importance of havi.

ng social and functional mentors who help the millennial navigate through their work and understand the dynamics in the workplace.

I disagree with Kidd when he says that we should change calling millennials entitled and look for another name because they know what they want from an employer and will not settle for less. This is the very reason that they feel entitled. They feel entitled because, as I mentioned in my document, they have gone through school and graduated (Alton, 2016). They feel that just because they have done this, they should ask for the salaries that they want. I agree with Kidd when he says that one of the challenges human resource professionals face is that they may not be able to accommodate the needs of millennials.

Millennial workers have different goals when they seek employment. When human resource managers understand the millennials’ needs, such as flexibility and specialization in their careers, they can make the workplace as conducive as they can for them. However, some companies are rigid, and they do not want t change their systems. The truth is, millennials are slowly replacing baby boomers in the workplace, and it is inevitable (Alton, 2017). However, I disagree that millennials do not place value on work as their predecessors. Millennials value work but they are not open to the idea of putting family at risk because of work. They desire work that is flexible and spontaneous. They can maximize their expertise with the most current technology, so organizations with outdated systems might label millennials as lazy. I agree that millennials do not have loyalty to the companies they work for, but this is caused by the effect they have seen on their parents (Andersen, 2016). The typical millennial hops from job to job and envisions themselves working in many companies throughout their lifetime, and not in one as their parents have.

 

 

References

Alton, L. (2017, November 22). Millennials And Entitlement In The Workplace: The Good, The Bad, And The Ugly. Forbes. https://www.forbes.com/sites/larryalton/2017/11/22/millennials-and-entitlement-in-the-workplace-the-good-the-bad-and-the-ugly/#28cf486d3943

Andersen, E. (2016, June 29). Why You’re Having A Hard Time With Your Millennial Employees — And What To Do About It. Forbes. https://www.forbes.com/sites/erikaandersen/2016/05/09/why-youre-having-a-hard-time-with-your-millenial-employees-and-what-to-do-about-it/#2dd94fe141c5