The problems that exist in the world today cannot be solved by the level of thinking that created them.”
-Albert Einstein
An iPhone or a Tab on the work desk, with Twitter and Facebook accounts getting refreshed. Junk food packets with cold drink lying on one corner of the desk, you know this is a millenial’s desk, part of the Generation Y crowd. They are determined to sync the work place as per their global ,always plugged-in culture . And believe me, the Gen Y workforce will challenge the work place like no other and change the paradigms.
With cross cultural diversity being important in the workplace, the new age demands for generational diversity too. With popping judgements, the millennial are always ready with a solution. The very base of the tenure paradigm is challenged. Knowledge and experience do not seem to be correlated to age. Whether or not the Gen Yers swipe in the office, they are 24/7 available online on various networking sites to offer solutions. Cloud computing is the in-thing and virtual office is what they intend to set up.
This tech savvy cadre works on the JIT model. Best practices are followed as long as projects are carried on and no time is wasted in planning and detailing. Instead the process is replaced by co-ordination.
This extremely active multi task capable work force prefers autonomous yet connected environment. Collaborative and collective leadership is what they desire and they challenge the control and command an exclusively management style of working.
As a HR professional, when I think about the complex nature of such workforce, I feel the challenges are high in terms of retaining the Gen Yers. Gone are the days when people start their career with a organization and toil and moil in the same organization till retirement. The next generation professionals always have two to three options to choose from and loyalty to one organization is something that cannot be expected out of them.
While retaining is a challenge, engagement is a bigger one. Customization and Tailor making is the only solution. Fixed models and standardized SOPs may dampen the productivity and engagement. Newer job designs, fresher skill metrics and attractive benefit programmes may be the call for the day.
Collaborative culture building is going to be the KRA for OD practitioners. Communication mechanisms not only with-in the organization, but with the external stake holders and customers have to be built in as a practice. Appraisal is yet another area that the Gen- Yers would definitely want to challenge. The standard PMS will have to be replaced with the 360 degree method of appraisal.
There is always resistance with every new wave. Newcomers invite skepticism and hesitation. And this in turn gives room for development. Diversity is the mix and inclusion is making the mix work in the desired way!!
P.S. While I write the above article, it is imperative for me to let the readers know that I belong to the same set of Millennial crowd I talk of above.
Related articles
- 5 Reasons Why Millennials Hop Jobs Soon (missionsharingknowledge.wordpress.com)
- 15 Stats Brands Should Know About Millennials (digiday.com)
- Millennials Fail at Productivity and Why That’s Not Necessarily Terrible (business2community.com)
- 5 Tricks for Working With Millennials (inc.com)
