Bridging the gap
AForbes article published recently listed out reasons why millennials, or the Gen Y and Z, don’t want to work for organisations with old-school methods and thinking. The author, Louis Efron, gave four ways organisations can attract and retain young talent.
One of the points was to “think like a trauma ward”, a phrase that piqued my interest. He noted that being part of a medical trauma team meant setting aside silos, competition and politics. It was a matter of life and death, and everyone had to work together.
Traditionally, organisations would pit employees against each other with an elaborate reward scheme based on results or delivery. But Efron stated that millennials want to collaborate instead of compete. They see a problem, and they know it can be fixed if everyone pulls their weight and complements each other’s strengths and weaknesses.
It was a little unnerving that the author seemed to have me under the microscope. His description of me was spot on, and it jarred me. But it seems that having grown up in this generation, that’s how most of us think.
In many organisations, top leaders today find it difficult to attract and retain young talent simply because of different working styles. I believe it’s about striking the right balance, knowing when to rely on experience and when to take a leap. It’s also about eliminating competition within the team, and building a sense of community.
As a millennial, it’s easy to get frustrated. I have to constantly remind myself that my seniors hold valuable knowledge about the work we do. And that even though in the game the rules may have changed, their knowledge of the ropes adds value and provides stepping stones to success.
At the same time, however, it’s important for young talent to be identified, recognised and given space to grow. By 2025, more than 75% of the global workforce will be made up of millennials. And they want to feel as though they’re working with you, and not just for you. Another point Efron brought across was that organisations need to communicate how they are changing the world. It seems millennials genuinely want to make the world a better place, whether for their loved ones or society at large.
There is truth in that. More and more, young people want to make a difference. Those who are born into privilege are taught it comes with a responsibility to help those less fortunate and provide opportunities for success to those who have none. It’s a wonderful lesson to learn as a young person, and it shapes the way we see and live life.
This desire to change the world spills over into the workplace. Millennials want to change the world through the work they do. They understand there are targets to meet, rules to follow and the need for an effective and efficient work culture. But they also want to feel a sense of purpose, that at the end of the day, it’s more than the money.
We have the best of both worlds: the ones who have for decades weathered countless storms and the many of us who, not so long ago, left the shore for the open sea. If we recognise people for what they’re worth and be open to new and different ways of achieving success, we’ll find that we’re not so different after all.
Comments: letters@thesundaily.com