The Economic Times - - Business Of Brands -

er­a­tion have to man­age a mil­len­nial work­force that is tech­nol­ogy-savvy, more am­bi­tious, highly net­worked and wants a bet­ter work-life bal­ance. This mil­len­nial work­force is also quickly mak­ing great strides within the or­gan­i­sa­tion and oc­cu­py­ing man­age­rial po­si­tions. Or­gan­i­sa­tions are faced with de­vel­op­ing lead­ers out of this young work­force. How can or­gan­i­sa­tions en­sure that the young mil­len­nial work­force is fully en­gaged with work that is mean­ing­ful to this work­force?

en­gage them bet­ter. Telecom­mut­ing and flex­itime are no longer seen as work priv­i­leges, but as stan­dard re­quire­ments. Gen­er­a­tion Y looks for sup­port­ive su­per­vi­sors rather than au­thor­i­tar­i­ans. Or­gan­i­sa­tions need to build ca­reer coun­selling and men­tor­ship pro­grammes that fos­ter Mil­len­ni­als’ in­nate cre­ativ­ity. Mil­len­ni­als like to plan ahead and progress in their ca­reers – and to­day’s em­ploy­ment mar­ket is a com­pet­i­tive place. Or­gan­i­sa­tions must pro­vide train­ing and de­vel­op­ment, men­tor­ing, em­ployee re­views and op­por­tu­ni­ties for in­ter­nal ad­vance­ment to hold on to their em­ploy­ees.

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