If this does not awaken us to be prepared for the next generation, nothing will.
Recruiting and managing Millennial’s are critical areas that require an understanding of their unique motivators, preferred leadership style and influences of our youngest generation in the workforce. They have different expectations and preferences at work than previous generations.
A critical focal point is to align and prepare your current management team to embrace and understand exactly the benefit of the next generation. It is not wise to ‘’make’’ the new generation fit, but to dovetail, skilfully the strengths they will bring.
To evolve your recruiting practices to best capture the attention of Millennials, it is important to understand how today’s youth define success as a guiding light for their motivation.
The next step is to understand the skills they bring to the workplace upon graduation so you can prepare your management team to be ready for on boarding and leading them to achieve their full productive potential.
Taking on graduates can be hugely rewarding for businesses. However, if you’re not familiar with this group and their needs, it can be challenging to identify talent and to understand what skills need to already be in place, and which can be developed from scratch when the graduate already has their feet under the table.
Sourcing, selecting and securing graduates can be time consuming, and it might feel like a leap of faith for your organization.
But if you’re planning to increase your workforce, graduates are a strong option. Alongside being a cost-effective addition, who are up to speed on digital and technological developments, graduates bring enthusiasm, energy and a thirst for knowledge to your business, all key to maintaining employee morale and productively.
One of the main challenges is that, once hired, graduates can find it difficult to adapt to the working environment, with many of them finding it difficult to juggle the demands and pressures of working.
Induction training is one of the first detailed plans that any organization can focus on for the newly arrived Millennia’s.
An induction for this group requires bespoke output, and sets the way for the future development and work expectations, both for the newly arrived and more importantly, for the adaptations required within.
What would a Millennial Induction look like?
There’s no shortage of research on millennials’ strengths, weaknesses, abilities and preferences, or what it takes to develop successful leaders in today’s organizations.
It’s up to executives and HR professionals to find a way to combine the best qualities of this generation — the ability to confidently take on leadership roles and make decisions, utilize technology to solve problems and bring people together, and a desire to understand what the organization is trying to do and work to support that goal — and all that we know about what it takes to be effective managers and leaders.
Providing opportunities for millennials to lead, and equipping them to succeed in their new roles can yield tremendous benefits.
Whether we’re ready or not, millennial leaders are here. We don’t want to just get ‘’used to them’’. We want to make sure that we’re tapping their potential to help our organizations, and themselves, succeed.
If you are on-boarding, consider the profile of the graduates, the current work status of the organization and the environmental factors.
The upshot is you will need to generate a bespoke induction to create the right start and fit for all newly arriving millennials.
Also, make it in consideration with current leaders so you maintain alignment. It is highly likely that you will note that some leadership and management adjustments will need to take place to accept the new era. It is a refreshing approach, which will surely bring great success.