By Arleen Atienza I n 2016, millennials composed a third of the workforce in the US, making it the largest generation in the labor force today. With ages ranging from 21 to 36 in 2017, mil- lennials are starting to take on leadership roles, as well. So much has been said about this generation, especially by the ones that came before it, in terms of work ethics, values, and belief system. Millennials grew up at a time of 24-hour news, exposing them to events from all over the world, and as they entered the new millennium, they witnessed the 9/11 tragedy; and then later on, were taken to the informa- tion age and technological revolutions. All these contribute to this generation’s different worldview and multifaceted set of beliefs. Indeed, it can pose a great challenge for organizations, which are still predominantly led by baby boomers, to manage such a complex group of individuals. In dealing with millennial workers, one must understand this genera- tion and how they are different or even similar to the others. MENTORSHIP
from their need for constant growth and learning. They feel more valued when they get feedback from their superior – whether positive or negative. Since they grew up with high expectations from older generations, millennials also want praise and encouragement for them to have a sense of progress and importance; but above all, millennials prefer managers who are transparent and dependable and whose practices are fair and ethical. WORKING WITH TEAMS While millennials have a good sense of their individuality, they work well in groups. Evidence has shown that millen- nials believe that business decisions are better made when there is a variety of input provided by individuals. However, the study also showed that this belief is not at all unique in millennials as Gen X employees equally believe the same. WORK-LIFE BALANCE Millennials value work-life balance for they know that it is beneficial to their mental health. Across all generations, mental health must be top priority in the workplace. A survey suggests that millennials felt more stressed and under pressure than their baby boomer counterparts, and this is due to factors such as low pay rates and high
Millennials appreciate regular feedback, and this comes
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SPOTLIGHT ON BUSINESS MAGAZINE • OCTOBER 2018
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