Monthly Archives: August 2015

What Millennials Want In a Company

Company leaders are showing a real concern for what is to come with the largest generation – millennials. Millennials want autonomy, they want things to matter, and they want to be mobile. This different mentality from previous generations has been a two-decade-long shift first from video games, then internet, and now mobile.

Millennials on the phone

1. Instant, Always-on, Global Information.

The millennial comedian Aziz Ansari gave a comparison to the millennial mindset in the context of gay marriage. He said, “Two dudes are kissing? I’m about to watch every movie ever, right now! They [millennials] don’t care at all.” Instant global information has made millennials see the world in a whole new light. They look past issues that are not important in the global scheme, because now with Twitter and Facebook they can connect on a deeper level with people all over the globe about any issue as soon as events unravel.

2. Mobile

An endlessly expanding encyclopedia is in your pocket. Every person you have ever known is a short search away. College students complete their studies from anywhere on ultralight laptops. Being anywhere and still connected is the new norm.

3. Instant Feedback

Pinball to Nintendo to Gameboy to mobile computers, instant feedback has gotten more omnipresent. Millennials expect results fast. Increased internet speeds are inflating millennials already hyperactive expectations.

A Blueprint for Companies Seeking to Attain and Retain Millennials

“When we are no longer able to change a situation – we are challenged to change ourselves” – Vicktor E. Frankl.

1. Autonomy and Idealism

By incorporating autonomy and causes, companies can reap the rewards from both a marketing standpoint and an employee’s lifetime value to the company. Companies with skunk groups for independent innovative projects receive both innovative ideas and prototypes, but also increase employees dedication to the company. Follow the startup incubator model by cycling through groups of people, or batches, in the skunk group. Then, many people can be a part of the skunk group generating more employee to company rapport.

To show your company cares, involve environmental or social initiatives. Give a percentage of profits to a charity, match employee donations to nonprofits, or create your own ice bucket challenge. Make a culture staff is proud to promote and show the company trusts its employees.

People looking at ipads around a desk collaborating

2. Mobile

Working from home can lead some to become complacent. The solution is to make working from home a privilege and not a right. If staff shows up for meetings on time, communicates effectively, and complete tasks on time, then they can work from home. Be transparent on what exactly has to happen to make working from home a reality. If done right, your staff can be producing quality work from a Mexican beach.

3. Instant and Transparent

Support communication tools that support working from anywhere. Give staff immediate feedback. Tools like Slack and Yammer for staff to communicate, and Recognize for employee recognition and rewards should be part of your overarching human resources and company communication strategy.

Companies must embrace with open arms a new way to operate. The industrial revolution is behind us and from the perspective of millennials, the world needs new modalities if we want to keep a healthy planet for the future.

I myself am a millennial. I founded Recognize after discovering the power of employee recognition at former employers. I want to help all companies have a simple employee recognition strategy. It makes work more like a game. When things are more like games, they are more fun and more profitable.