Although statistics vary on the number of jobs Millennials are projected to hold in their careers, one forecast is very clear – Millennials will change jobs far more frequently in their lifetimes than previous generations did.
Obviously, Millennials want to make career progress during these changes and not make “mistakes” by joining companies whose corporate values do not align with their own. Adam Grant, considered one of the world’s 25 most influential management thinkers, says that considering company culture is just as important as focusing on title, position and salary. He states, “The culture of a workplace—an organization’s values, norms and practices—has a huge impact on our happiness and success.” (more…)
Millennials are moving into leadership roles faster than any other generation in the last 30 years. And with the projection that 60% of current organizational leadership will be gone by the end of 2018, we can expect that pace to quicken.
To succeed, these emerging leaders need and want training, coaching and mentoring. They also can use tips from other Millennial leaders who have successfully walked their path. (more…)
This Model Will Give You More Options for Handling Conflict!
Every organization, no matter its size, faces conflict. But the presence of Millennials plus four other generations in our workforce—with their divergent styles, behaviors and needs—can increase and exacerbate conflict situations. (more…)
A Rusty Process Will Not Get the Candidates You Want…what you can do to improve your Millennial sales recruiting results
Both the Harvard Business School and the Wall Street Journal have reported on the difficulty employers have in attracting and convincing Millennials to work in sales. Companies emphasize that they can strengthen revenue if they successfully meet their goals for hiring new sales reps and then quickly and efficiently bring these new reps up to full productivity. (more…)
I recently heard an ad a bank was running to attract customers for loans. I was amazed by how stupid they were in their approach.
I think they wanted to tout how experienced their staff is and that customers would benefit from dealing with their knowledgeable and experienced staff. Instead what they said was that customers wouldn’t have to undergo the duress of dealing with Millennials—read that as incompetent and inexperienced—as they might at other institutions. (more…)
As manufacturing has started to make a return to the US after decades of fleeing overseas, manufacturers are still running into the same ongoing, vexing problem—how to attract, engage and retain Millennials in production positions?
The attraction problem begins at home. Gallup surveys point out that although a significant percentage of Americans say keeping manufacturing jobs in the U.S. is the best way to create jobs, parents want their kids to go to college, not into work they see as dirty, dreary and dead-end. Teachers and the media, for the most part, have not exactly portrayed a manufacturing career in a positive light, either. (more…)