People Theory’s Post

Millennials, who now boast over a decade of job experience, have seemingly had enough and are ready to take a step back. A whopping 55% of millennials worldwide are willing to sacrifice a hefty 20% of their paycheck for the sake of achieving a better work-life balance. Ford’s latest research, drawing insights from interviews with over 16,000 workers in 16 countries for its 2024 trends report, unveils that American millennials stand out in their pursuit of a more relaxed career trajectory compared to their Western counterparts. Read more: https://lnkd.in/em36QH5X

To keep Gen Z and millennials engaged, understanding their distinct needs is crucial. While these groups tend to get lumped together, Avery Morgan does a great job of explaining where they differ the most. For example, Gen Z values work-life balance and flexibility, often prioritizing family time, while millennials are more open to extra work if it advances their careers. Both generations seek autonomy, but Gen Z needs recognition, whereas millennials prefer tangible rewards. As someone who leads three different teams, I work with people from all different points of life and demographics. While it's impossible to perfectly meet the needs of each person, curating tailored approaches can help us give these groups the support they need to thrive. #GenZ #Millennials #Leadership #EmployeeExperience #CompanyCulture #MastercardEmployee

In today's dynamic business landscape, hiring millennials isn't just a choice; it's a strategic imperative! 🌐🎓 Let's dive into the benefits, what millennials seek in a workplace, differing priorities across generations, and strategies for managing a multi-generational workforce. #PayrollVault #HiringMillennials #MultiGenerationalWorkforce #BusinessSuccess #HRStrategies #PayrollSolutions

Let’s talk about tenure. Millennials (the largest cohort in the Australian workforce) stay in a job an average of 2 years and 8 months. Nearly half would change jobs every two years if they could. Shorter tenure is not a trend, it’s the new normal. #TalentTrendTuesday

Some 🔑 factors of Millennials in the workforce, just a few: (Especially look at #3) 1. Technologically Savvy: Millennials have grown up in the digital age and are known for their proficiency with technology. They are quick to adopt new tools and platforms, making them valuable assets in navigating the digital landscape of modern workplaces. 2. Purpose-Driven: Millennials prioritize meaningful work and seek job roles that align with their values and beliefs. They value purpose and want to make a positive impact through their work. Organizations that can provide a sense of purpose and social responsibility are more likely to attract and retain millennial talent. 3. Desire for Growth and Development: Millennials have a strong desire for continuous learning and development. They value opportunities for skill-building, career advancement, and personal growth. Organizations that invest in training programs and provide avenues for advancement are likely to engage and retain millennial employees. 4. Work-Life Balance: Millennials place a high value on work-life balance. They seek flexibility in their work arrangements and prioritize personal well-being alongside their professional commitments. Companies that offer flexible work options and promote work-life balance are more likely to attract and retain millennial employees. 5. Collaboration and Feedback-Oriented: Millennials thrive in collaborative work environments where they can contribute their ideas and opinions. They appreciate regular feedback and seek opportunities to collaborate with colleagues and superiors. Organizations that foster a culture of open communication and provide platforms for feedback and collaboration can effectively engage millennial employees. Remember that these characteristics may vary across individuals, and it's essential to consider the diversity within the millennial generation. Understanding these key traits can help organizations create a conducive work environment and effectively engage millennial talent. Any you would add?

Are Millennials Difficult or Just Misunderstood? According to KPMG, employers might simply be slow to adapt as they navigate the diverse priorities across five generations. To effectively engage with Millennials, who make up 50% of our workforce, it's crucial to grasp their unique characteristics. 1️⃣ Curiosity Drives Millennials: We prioritize understanding the "why" behind tasks, valuing the significance of each task in the bigger picture. 2️⃣ Job Hoppers: Millennials often switch roles every few years, driven by networking opportunities and a desire for new challenges when they feel disengaged. 3️⃣ Work-Life Balance: Unlike previous generations, Millennials see work-life balance as non-negotiable, considering it a standard rather than a perk. Employing, retaining, and getting the best from Millennials isn't as complex as it may seem. They seek enjoyment in their work, with a strong emphasis on culture and open communication. If you're interested in accessing the full report, check the comments

HIRING MILLENNIALS? Are you actively recruiting Millennials? Right now, many industries, including #construction, are facing a significant challenge with an aging workforce. As older workers retire, there is a growing need to fill these positions with younger talent to ensure continuity and sustained productivity. Targeting #Millennials for hiring is a strategic move that can help companies address workforce shortages, embrace technological innovation, enhance diversity and inclusion, support sustainability goals, improve #employee engagement and retention and boost company reputation and competitiveness. See more from Edward DeAngelis of EDA CONTRACTORS, INC. now at Forbes via Forbes Business Council. #Workforce #ThoughtLeadership #Forbes 📣 https://lnkd.in/gbyPhXSP

They’re the two youngest generations currently in the workforce, and there are some interesting and important differences between Millennials and Gen Zers. There’s a good article at Fast Company that looks at these differences, across work-life balance, attitudes while at work around support and autonomy, teamwork and salary. Why is this important? Increasingly we need to make sure that workplaces recognise the different priorities of individuals, and find the flexibility to accommodate them. By fully engaging Millennials and Gen Z, the entire workplace benefits, because both demographics have so much to offer. Have a read and let me know your own thoughts on the unique qualities of each generation! https://lnkd.in/g-BV2-mC

Recruiting Millennials Tech-Savvy Millennials have grown up with technology and are generally proficient in using digital tools, making them quick learners in tech-driven workplaces. Diverse Perspectives They tend to value diversity and inclusion, which can lead to a more creative and innovative work environment. Adaptability Having experienced rapid technological and societal changes, millennials are often adaptable and open to new ideas and strategies. Work-Life Balance They prioritize work-life balance and can drive companies to adopt more flexible work policies, which can enhance employee satisfaction and retention. Social Responsibility Many millennials are driven by purpose and social impact, making them more likely to align with and promote a company's mission and values. Collaborative Nature They often prefer teamwork and collaboration, contributing to a more engaging and dynamic workplace culture. Desire for Learning Millennials seek opportunities for professional development, which can lead to a more skilled and knowledgeable workforce over time. Long-Term Loyalty Contrary to the stereotype of job-hopping, many millennials seek meaningful employment and can be loyal to companies that invest in their growth. Bringing experiences Millennials possess extensive expertise that can significantly enhance corporate revenue and provide results-driven solutions, yet they are often overlooked in the recruitment process for unclear reasons. To build a more responsive and innovative workforce, employers should prioritize Millennials, capitalizing on their diverse strengths and perspectives to fill critical roles effectively. Seeking for expertise insights & feedback regarding this research.

Gen Z vs. Millennials: Key Insights from Deloitte's 2024 Survey offering valuable insights into the unique priorities and values of these two influential groups! Key Takeaways: 1. Work-Life Balance: Both generations highly value work-life balance, but Gen Z is more optimistic about GenAI's potential to improve this aspect. 2. Job Improvement and Automation Concerns: Gen Z is more confident in the positive impact of GenAI on their work but also more concerned about the potential for job elimination. 3. Driving Change: Both generations feel empowered to drive change within their organizations, but Gen Z slightly more so. 4. Employer Considerations: Work-life balance remains the top consideration for both Gen Z and Millennials when choosing an employer. 🌟 Here’s a quick snapshot: