Millennials’ Characteristics

The millennial generation is known for its work ethic, their desire to know what is happening around them and their requirement for comments from their supervisors. They are also more comfortable with new interactive and networked media and they are accepting of people from a variety of different backgrounds and ethnicities.

They’re the workaholics.

Many millennials have been called workaholics. Wayne Oates, a psychologist in 1971, coined the phrase. In essence, it’s an overwhelming necessity to work. This could lead to the occurrence of more work-related injuries. It’s often accompanied by sleeplessness and anxiety. People who workaholism tend to suffer in mental health conditions.

Based on some studies, drinking and driving may be more common among younger workers , such as the millennial generation than among older baby boomers. In fact, Forbes observed that the effects of workaholism are felt by the millennials at 66%, as well as a study by FreshBooks put together their Millennial Workaholics Index.

Although many skeptics argue that a workaholic is one who cannot get off from work however, an analysis of young people shows that a majority will work on vacation, even though they have no money to do so. A different study found that millennials work longer hours than others of their age.

The Happify survey revealed that the millennial generation is dominated by working. They’re interested in learning how their work experience affects their business. They’re also seeking a silver lining in the way of increased flexibility.

Despite their tendency to be a bit sloppy they are more preoccupied about their future as opposed to baby boomers. Over one-in-five Millennials says they are passionate about their work, while almost a third of them say that their boss sees them as work-related martyrs. The issue is what rights they have to have unlimited hours of work or are required to be on hand at all times. To supplement their income people who are self-employed may also take on temporary jobs across different sectors. These aren’t simply looking to have a great job but to establish the foundation of a profitable business.

They’re more accepting individuals of diverse ethnic and backgrounds.

The younger generation has more tolerance for people from diverse ethnicities as well as backgrounds than earlier generations. They are better educated, and they are more accepting of diverse groups. They are also more advanced in technology than Gen X and Baby Boomers.

Individuals who are 35 years younger or older value diverse workplaces. They believe that a diversifying workforce can result in more retention and more motivation. Younger generations have higher tolerance to interracial relationships in comparison to the older generation. They’re more for the universal basic income and marriage equality, and less supportive of funding for militaries and law enforcement. They are also more likely to believe that immigration improves the state of the nation.

The Pew Research Center’s latest survey showed that millennials were most open to immigration. They are also the most open to interracial dating. They also advocate for equality in marriage and the rights of transgenders. They are also more open to depictions of gay couples in the media. They also have a greater tolerance of gender-based and transgender discrimination at work.

The report is based on an entire national sample of 220 adults. The report also included an oversample of young people. The study also relies on Census Bureau data and draws from other research studies.

Generation millennial is most diverse of American history. They also have the most political aspirations. They are even more receptive to immigrants than the elderly. They support interracial dating or marriage equality as well as LGBTQ rights. They also tolerate media depictions of police officers and same-sex couples.

Numerous studies show that millennials tend to be more accepting of race and ethnicities than previous generations. They are also more positive and confident. They consider diversity to be an ethical imperative. It is a requirement for ensuring the success of an organization.

Interactive media and new networking help them feel more comfortable

Generation Y are more adept with technological advancements in the media industry in comparison to the previous generation. They are better at producing and sharing personal web-based content and are comfortable with information and communication technology that’s not available to them. Pew Research Center recently found that millennials are more likely to spend time browsing the web than the other generations.

The Pew survey was not carried out on a college campus they could get information from over 2,020 adult participants. The most popular three websites were Facebook, YouTube, and MySpace. They are hot spots of interaction between people from a younger crowd, and may act as a bridge to additional, more mature websites. The sites can also act as conduits for informal and more intimate collaborations.

The Pew study cited above also found that the most popular form of media consumption is via smartphones. Smartphones have now become the indispensable gadgets for the office and are essential in the home. Although they are relatively new, but they already have gained the trust of over half the people in the world. The trend is likely to continue for the years to come.

The Pew research findings aren’t only the findings that indicate a media fanatic. There are many institutions that are studying the impact of media technology on American culture, including The Federal Trade Commission and the National Bureau of Economic Research. The millennial generation was the first generation with a computer as a living room fixture. It is possible to benefit from technological innovations that were previously thought to be impossible.

They would prefer a communication for supervisors which is positive and affirming in tone

The millennial generation has very high expectations. They would like to work in teams, across many functions as well as at different levels. They would like to be recognized for their efforts. They also want to establish rapport with their managers.

The millennials may prove to become more productive than predecessors, they have their own concerns. One of them is the need to have a positive and affirming communicating with their supervisors may be a burden on more senior members of the organization.

Another concern is that younger generations aren’t cognizant of the importance of work time. They’re not yet aware of the value of working hours in developing a sense of reliability. Many have begun to doubt whether their companies can provide the level of security that they were promised.

The millennials, in spite of their social gregariousness can be taught. They might have shared an appreciation for time with colleagues from previous generations. The result could be a concerted effort to demonstrate their importance, as being more willing to conform to team norms. It’s not a sure thing.

The main characteristic of an individual is their capability to effectively communicate and regularly. It includes communicating information and providing supportive settings. It helps solve any issues as well as build closer relations between supervisors and subordinates.

It might be challenging to meet the expectations of workers in the generation Y, but their benefits could outweigh any effort. The best way to do this is to communicate openly with your Millennial workforce. Insufficient information, both informal and formal could negatively affect job turnover.

Managers must give feedback

Feedback from managers is crucial for the millennials. It’s a good thing, because if they don’t get regular and meaningful comments from their manager They are more prone to disengage.

In a world where instant communication and social media have become so commonplace is easy to grasp the way a manager’s attitude to feedback could determine the success or failure of the engagement of millennials. According to an upcoming study by SuccessFactors as well as Oxford Economics, millennials want feedback from their supervisors fifty percent more often over those of their Generation X and Baby Boomer counterparts.

87% think that the development of professionals is important. Companies must look for strategies to attract this audience. It is possible that they will miss the best talent of millennials If their process for reviewing employees isn’t changed.

Furthermore, millennials aren’t content with traditional hierarchies within the workplace. They’re looking for an open and approachable workplace. Also, they need to feel that their supervisors have their backs. This means they need to know that it’s okay to talk about their progress and progress with their manager.

For millennials to stay interested, you must be aware of their psychological needs. You should also make it a goal to provide comments that are warm and welcoming.

Though a majority of them agree with the manager’s comments However, the younger generation doesn’t often request it. About a third of the workers of the generation admit that they’ve told their managers what they want the most. The gap in this is massive.

But 85 percent of millennials claim that they’d be more confident having feedback frequently. Talk to your manager about feedback that you’ve received in the previous.

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