The often misunderstood generation ‘Y’ were born in the period between 1980 and the end of 1995. This generation has now entered the work force and it differs significantly from its predecessors. Millennials question and challenge the status quo and are sometimes experienced as 'the pebble in your shoe'. It’s precisely this aspect that can be of great benefit to your organization.
The often misunderstood generation ‘Y’ were born in the period between 1980 and the end of 1995. This generation has now entered the work force and it differs significantly from its predecessors. Millennials question and challenge the status quo and are sometimes experienced as 'the pebble in your shoe'. It’s precisely this aspect that can be of great benefit to your organization.
'Pebble in your shoe'?

Rapidly changing business environments demand talented colleagues. Millennials have the fresh approach, knowledge, energy and innovative ideas that help your organization take the next step. This new generation sees how things can be done better and could be invaluable to your organization. Organizations achieve their competitive advantage through millennials, but a different approach is required to allow millennials to shine.  

 Millennials no longer find security worth striving for. Self-actualization is their driving force. This continuous search for improvement of self and the environment makes millennials successful, but also restless. Millennials ask a lot of themselves and of their surroundings. 

Millennials ask for flexibility from your organization and autonomy in making choices. Choices as to where and when they work, but also how they work. Millennials attach less importance to authority and seek the role of mentor in their leader, rather than commander.  

This new group of employees requires a different kind of environment, organization and reward. Knowing how to do right by and get the best out of millennials involves understanding them, because, after all, only they can give you your answer.

InContext on Business News Radio

On June 6th, Thomas Benedict (founder of InContext) and Jorinde Luchtmeijer (consultant at InContext and a millennial herself) were guests on BNR's ‘Werkverkenners' program. Listen here to the broadcast (in Dutch): "How to get the best from millennials?

What are millennials looking for in the work place? 

Make meaning

Millennials don’t measure their success in monetary gain, but in self-development and in their contribution to a better world. They want to be rewarded with development opportunities and look for companies that have clearly defined values. Companies need to demonstrate how they contribute to society.

Give me autonomy

Millennials want more autonomy than previous generations. They want to determine their own way of working with a drive towards influence and flexibility. They ask for the determination of goals, not content. Balance is the key: too much freedom and the millennial feels lost, too little freedom and millennials don’t do themselves justice.

I need access

Millennials ask for an accessible, visible leader and function better in a mentor culture. They seek appreciation from and want to interact, with their leaders. They want to eliminate unnecessary processes and dependencies.

Be fair

Millennials want to contribute to a better world. They also expect this from companies. As a leader, you must be able to explain how your values contribute to a better world. Values must always be complied with.  Practice what you preach.

Give me the real deal

Authenticity is more important than perfection for millennials, and… a leader who is prepared to be vulnerable gains more respect. Millennials follow the person, not their authority.

Millennials are the whetstone for sharpening up leadership and the organization.

Is your organization millennial proof?

Meeting these needs requires change in your organization. One that you may not want to see, but that millennials are already pointing out to you. Use that whetstone and tackle your own painful process. Make your organization an area where millennials can flourish and can add their value on many fronts.

Mission and values

Can you explain to your millennials how you contribute to society? What is your 'why'? Organization wide, as well as in tasks and processes. Formulate values, work from these values and demonstrate your values in your behavior.

Leadership development

Managing millennials calls for skilled leaders. The rigid authoritarian jacket has to be removed and replaced by an authentic sweater. Create the feedback culture that the millennial considers indispensable. Be open to learning from the millennial, as the millennial wants to learn from you.

Talent management

Ensure development is available and ensure that the organization is open to input from millennials. Work on talent management, be transparent in choices and specify what is needed to take the next step. 

InContext

InContext would like to help you develop a reciprocal relationship with millennials. Each organization has its own development goals. We will chart out, together with you, how to set up your mission and values, leadership development and / or talent management with millennials more in mind, and how the millennials in your organization can flourish and contribute.

How are your millennials doing?

Contact: Jorinde Luchtmeijer
How are your millennials doing?
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