I know what you’re thinking.
“Not another article calling for Millennial inclusion!”
I get it. Millennials have been the central pain point for the past fifteen years. They’ve graced the front pages of countless magazines, and their narrative has been one of the loudest within the business world. But there’s an excellent reason for that.
Millennials don’t have to work for you.
According to a recent survey by GoDaddy, Millennials are leading the pack when it comes to entrepreneurship. This reality is economically encouraging. But it’s a headache for established businesses.
Millennials are the most entrepreneurial generation yet.
Previous generations had to climb the corporate ladder, wait for their number to be called, and prove their work ethic for years before they were graced with a promotion. Today, that’s not the case.
It’s true. Millennials can appear quite bullish in their approach to the workplace. But, in all honesty, their lateral preference is exactly what we need right now.
Millennials expect to participate. They don’t see the point in hierarchical leadership. If they have something to say, they don’t remain silent.
If companies want to survive, they need to change things up and invite their younger employees to shape their narrative––and in many cases, they need Millennials to save their business.
This article will help you understand what younger generations value within the workplace and how their specific preferences can help save your company. Yes. Millennials are unconventional and they think differently than previous generations. But, their ability to think outside the box and color outside the lines is what you need if you want your business to thrive!
So, grab your coffee and write down some notes. Here are three things that Millennials value and expect from your organization.
Millennials Value Your Mission, More than they Value Your Management
Previous generations worked for individuals. They valued companies because of those in executive leadership positions.
Millennials could care less about the CEO.
This generation values your company’s mission. Not, your prestige or your position.
When business leaders understand this shift in value it gives them the ability to lead from a different stance. They no longer have to vie for popularity or entertain their employees to win their loyalty. It’s no longer about working for a charismatic leader––but working for a compelling purpose.
Millennials are not loyal to the CEO. They are dedicated to the company’s mission.
This is good news. Companies no longer have to inspire their employees with riveting orations. Now, charismatic leaders are still valuable. But, they are no longer the heart and soul of the company.
Millennials are passionate about progress and philanthropy. And In many ways, they care more about the why than the what. If companies are willing to create a mission that is compelling. They’ll gain the attention and investment from their team.
Millennials Don’t Color Inside The Lines, They Paint A New Picture
Corporations can no longer play by the same rules. Especially since those rules no longer apply.
If corporations want to succeed in 2021, they have to switch their mindset and rewrite their workplace culture.
If you want your company to survive, then you need to ask for positive and negative feedback.
Now, I’m not talking about a year-end-review. If you want Millennials to bring life back to your company, you need to invite them to rewrite the script. Previous generations might have been comfortable having annual check-ins and working in isolation, but Millennials are a completely different breed.They expect to grade you on your performance, not just receive your review.
Millennials Want To Have A Conversation, Not Listen To A Monologue
Younger generations view the workplace as conversational. They don’t see policies and practices as cemented constructs.
In many ways, Millennials view the workplace environment as fluid because they value lateral leadership and team-oriented productivity.
Most employees don’t want to be beat over the head with information. They want to have the freedom to seek it out and form their own questions.
If your business is failing, there’s hope. But, you have to be willing to create a company of conversation, not attend a mandatory monologue.
Develop a mission that compels your employees to action and attraction.
Younger generations can change the narrative of your business. They can save your company and breathe new life into your organization. But, you have to be willing to invite your Millennial employees to the table.
Remember, high-achieving leaders are not stagnant. They seek development and embrace change. After all, success is not dependent upon tradition, but innovation.
So, can your business survive and succeed in 2021?
Your business is more than your four walls and your stock numbers.
If you’re ready to allow Millennials to others to paint their perspective within the boardroom, you’ll be able to sustain your company into the future.