As I work with organizations one concern stands out amid all others. The culture gap between Baby Boomer senior management and the Millennial entry-level workforce seems to be the root of all organizational problems.
The Pew Research Center states that the millennial generation (those aged 18-33) are “unattached to organized politics and religion, linked by social media, …[and] distrustful of people.” At first glance, this generation might not seem like ideal employees that will be loyal, engaged team players. And these are precisely the complaints I hear on a regular basis. I hear, “millennials don’t value our structure.” “They don’t meet traditional goals, but they expect all the same advancement.” And, “they spend too much time on social media.” The answer is tailoring millennial employee training that fits the values and culture of the younger generation.
Underneath this surface is a generation of well-connected and well-educated individuals with an interesting instinct for authenticity that when understood can be a real asset for your organization. In The Millennial Consumer Study , the Brand Research Group Elite Daily found that authenticity ranked higher in importance (43%) to content itself (32%). Elite Daily founder and CEO said, “Our findings confirmed that millennial employees are highly educated, career-driven, politically progressive and–despite popular belief–do indeed develop strong brand loyalty when presented with quality products and actively engaged by brands.” OK, so millennials develop brand loyalty to companies that offer authentic content, engage meaningfully with them on social media, or have highly ranked consumer reviews. What does this have to do with millennial employee training and engaging them in the workplace? Well, millennials bring these attitudes to all aspects of their life, including their careers. And this drive for realness can actually help your organization. Here are some ideas:
The divide between boomers and millennils does not have to be a deal-breaker in employee relations. With millennial employee training you might see Generation Y as more than what they first appear, the Generation Why Me? turns into Generation Why Not All of Us? And this “Generation Why” may question everything but in the process they will build a more authentic culture with lasting success.