It’s a common misconception that millennials are lazy and don’t have the work ethic of previous generations. But young people today aren’t just throwing away jobs that their parents would have killed for.
It’s just that we have a different ideas of what it means to work hard and make money. We don’t always want to do the same thing every day, or start at the bottom of the corporate totem pole, working our way up year after year until we retire.
We want flexibility and freedom, financial independence, and the ability to build something from scratch and we think it’s worth taking risks for those things. Here are some things you should know about young workers:
| Takeaways |
|---|
| Millennials and young people are shifting away from traditional 9-5 jobs and seeking more autonomy and control over their work. |
| The rise of freelancing and entrepreneurship reflects the desire for flexibility, work-life balance, and personal fulfillment among millennials. |
| Technology and digital advancements have played a significant role in shaping the preferences of millennials, making remote work and gig economy more accessible and appealing. |
| Side hustles and pursuing one’s own business ventures are becoming increasingly popular options among millennials and Gen Z, allowing for greater creativity and potential financial success. |
| Understanding the changing landscape of work preferences and adapting to accommodate the needs of millennials and young professionals can be key to attracting and retaining top talent. |
They Want To Work For Themselves
The data shows that millennials want to work for themselves. According to the Millennial Impact Report, over 75% of millennials plan on starting their businesses in the next 10 years.
Millennials are more entrepreneurial than previous generations and they will continue to be in the future. This means that companies need to shift their focus from hiring young adults as employees and instead think about them as potential partners or co-owners of a company.
Millennials want flexibility, but they also want purpose: they want to work for a company that has a mission they believe in, whether it be environmental sustainability or social justice.
If you can provide this opportunity then you have yourself a loyal employee who will stay with your organization throughout his or her career.
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Millennials Are Great At Technology
Millennials are more likely to use technology to get things done. They’re already used to doing most of their work online, and when it comes time for work to be done in person, millennials will find a way around it if they have the option.
The fact is that millennials don’t want their boss dictating what they do or how they do it they want autonomy over their jobs.
Millennials are also great at the technology on a personal level as well: they love social media, texting, and emailing because these methods allow them to stay constantly connected with friends and family without having actual face-to-face interactions with anyone who isn’t there physically in front of them (and even then).
This means that millennials prefer digital communication over traditional methods like phone calls or meetings whenever possible so why not harness this innate talent at using new technologies?
Gen Yers Don’t Necessarily Want Work-Life Balance
In the past, workers could expect to work hard and play hard too. But this was an era before office culture was so deeply ingrained in our lives.
Nowadays, most of us spend more time at the office than we do at home, which means we want to be able to make it as enjoyable as possible by bringing some of that home life into our workplace.
Millennials aren’t necessarily looking for balance; they’re looking for flexibility and freedom. If they have a long weekend coming up or a big event happening on Friday night.
Then they want the ability to work remotely so that they can enjoy those experiences without missing out on important client meetings or deadlines.
Gen Yers Want To Create Their Own Definition Of Success
The answer is: a lot. Millennials make up the largest generation in history and are expected to control 75 percent of the world’s wealth by 2020.
They’re not just going to be satisfied with an old-school 9-5 job that keeps them chained to their desks for eight hours a day.
Millennials want to define their own success and work on their terms in order to do so. So why aren’t more companies taking advantage of this? We’ve come up with six reasons why Gen Yers should be your next hires:
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Millennial Parents Aren’t Necessarily Looking For More Paid Time Off
While it’s true that millennials are more likely to take time off than other generations, they’re not necessarily looking for more paid time off.
One study found that while millennials were more likely than Gen Xers and Baby Boomers to work at least 50 hours a week, they were also more likely to report feeling overwhelmed by their workloads.
Millennials are also more likely than other generations to take advantage of unpaid leave programs like FMLA (Family Medical Leave Act), which enables employees with eligible employers access to 12 weeks of job-protected leave during 12 months.
Due to various life events including the birth or adoption of a child; caring for an ill family member or having your medical condition treated, or serving as an organ donor.
The program requires employers who provide such benefits to meet certain notice requirements so employees understand their rights under FMLA and keep track of absences related thereto;
However, it does not require employers offer any financial assistance during this period unless required by state law.”
They’re All About The Team, Not The Task
When we talk about teamwork, we’re often referring to the work of doing something together. That can be as simple as a group of people working on one task.
The point is that they’re doing it together; they share in the same experience and learn from each other along the way (and sometimes from their mistakes).
But team building is also about relationships the relationship between individual members of a team and how those relationships can create an environment where each person brings out their best work.
It’s about putting people first rather than tasks, which is why millennials value this aspect of teamwork above all others:
They believe that a team that works well together will accomplish more than one made up of good individual workers who aren’t connected with each other emotionally or intellectually.
Millennials Are About Development And Training, Not Just Money
Millennials are not interested in just money. They want to learn and grow. They want to be challenged, but they also want to be part of a team.
Millennials are also concerned with being paid well, but they value other things as well: they value being treated well, they value having their voice heard, and they value work/life balance.
The bottom line is that millennials want an environment where there’s room for them to develop and grow professionally not just money-wise but mentally too!
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To Get Millennials To Stay, You Have To Develop A Strategy
If you want to attract millennial talent and keep them, you must develop a strategy.
Here’s the good news: while millennials are often perceived as a group that is too busy with their lifestyles to care about work, they have high expectations for their employers. They want flexible hours and access to technology that allows them to work remotely or on the go.
They also want an employer who values diversity, encourages collaboration, and rewards hard work through promotions and pay raises. So if you’re looking for ways to retain your millennial employees, there are plenty of strategies available but first things first:
Traditional Job Roles Won’t Cut It Anymore With Millennials
Traditional job roles won’t cut it anymore with millennials. This generation wants to work on multiple projects at once, and they want to do it on their terms. They want to work on projects that interest them, and with people they like.
Millennials have been raised in a culture of “more is better” more choice, more options, and more freedom.
When they enter the workforce they are looking for an employer who will support them in achieving their goals by allowing them to make their own decisions about what tasks should be prioritized when completing a project or task.
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Millennials Are More Likely To Go Freelance Or Contract Than Any Other Generation Before Them
You’re in the right place. You probably already know that millennials are different than the generations before them, but they’re also showing us something new: they prefer to work independently and on their terms.
Millennials are more likely to go freelance or contract than any other generation before them. One in three workers between 18-34 years old is currently a freelancer! Why?
Well for starters, millennials are more comfortable with technology than any other generation before them. They grew up using computers and smartphones from an early age – so it makes sense that tech would play an increasingly important role for them as adults too…
These young professionals have grown up with technology at their fingertips – so naturally they’re comfortable working remotely (and loving it!).
A recent study found that nearly half of all millennials said they would take a 10% pay cut in exchange for flexible working hours while another 22% said they’d take 20%.
There Is A Way To Manage Your Millennial Workforce In A Way That Benefits Everyone Involved
If you’re worried about managing a millennial workforce, there are some things you can do to keep them engaged.
Incentivize them with paid time off or other benefits that make it worth their while to stick around.
Allow them to work remotely or from home on occasion. This will allow them the freedom they need, but also give you peace of mind knowing they’re not going rogue and skipping out on work at any given moment.
Create a space where employees feel comfortable expressing their opinions and ideas without fear of repercussion (or being told “you’re wrong”). Encourage feedback by asking questions like “If there was one thing we could change in this office/office culture, what would it be?”
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Conclusion
We hope this information will help you in your efforts to better manage the millennials on your team and understand their work ethic. In terms of the broader message, however, we should get one thing clear: All generations are going through similar experiences.
As technology continues to change the way we do business and how society evolves, we all need to figure out the best way forward together.
Companies must support younger workers who are starting with us now but also find ways to engage older workers so they can continue contributing their skills and knowledge.
Further Reading
Here are some additional resources to explore the topic further:
US Generations and Their Technology Use: Discover how different generations in the US, including millennials and Gen Z, engage with technology and its impact on their lives.
Why Millennial and Gen Z Workers Despise the Traditional 9-5: Dive into the reasons behind the disdain of millennials and Gen Z workers for the conventional 9-5 work model and explore alternative approaches to work-life balance.
The Rise of the Side Hustle: Gen Z Entrepreneurs Are Turning Their Backs on 9-to-5s: Learn about the increasing trend of Gen Z individuals pursuing side hustles and entrepreneurship, challenging the traditional 9-to-5 work structure.
FAQs
Here are some frequently asked questions related to the topic:
What are the main differences between millennials and Gen Z in terms of work preferences?
Millennials and Gen Z individuals often value flexibility, work-life balance, and opportunities for personal growth more than the rigid structure of a traditional 9-5 job.
Why do millennials and Gen Z workers gravitate towards freelancing and entrepreneurship?
Many millennials and Gen Z workers are attracted to freelancing and entrepreneurship due to the autonomy, flexibility, and potential for creative expression and fulfillment that these alternative career paths offer.
How has technology influenced the work preferences of millennials and Gen Z?
The ubiquity of technology has shaped the work preferences of millennials and Gen Z, as they have grown up in an era of constant connectivity and digital innovation. They often seek out work arrangements that leverage technology and provide remote work options.
Are millennials and Gen Z more inclined to prioritize work-life balance over financial stability?
Work-life balance is often a significant priority for millennials and Gen Z, as they place importance on personal well-being, mental health, and pursuing fulfilling experiences, sometimes prioritizing these aspects over purely financial stability.
What challenges do millennials and Gen Z face in traditional 9-5 work environments?
Millennials and Gen Z may face challenges in traditional 9-5 work environments, such as limited flexibility, lack of opportunities for growth and learning, and feeling constrained by rigid hierarchies. They often seek alternatives that provide more autonomy and opportunities for personal and professional development.
Costantine Edward is a digital marketing expert, freelance writer, and entrepreneur who helps people attain financial freedom. I’ve been working in marketing since I was 18 years old and have managed to build a successful career doing what I love.