While some of what you say here may be valuable to Baby Boom management who are completely out of touch, Jack, I fear that there are some dangerous ideas in this article, ideas that, if taken to their conclusion, might encourage practices that are discriminatory towards younger workers.
Millennials--and the generations of workers before and after them--are absolutely concerned with their pay grade, benefits packages, and opportunity for advancement. They're just quick, and realize that in this economy, they may not have much to bargain with by way of experience. Furthermore, they know the inherent discrimination in hiring they face due to their youth, and so also realize that they are often viewed as "cheap labor," despite their advanced skills. They understand that they will often be marginalized when placed next to older workers (with identical skill sets) whose financial needs are perceived as "more critical," as in, those who have mortgages and families (and by families, I mean children).
So, very often, young take what they can get in this business environment. But make no mistake: this American generation is as ambitious as any other, if (as history has repeatedly shown) slightly more progressive. It was always thus, and (probably) always thus will be.
If hiring & firing managers want to embrace the younger generation, they should pay them what they are worth, based on the skills that they bring to the team, and not treat them as though they are teenage children. Youth is an asset, particularly when mixed with the asset of experience.
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If you pay people (young or old) a fair wage and treat them well; you'd be surprised at how well they "jump in" to make the business better.
Look at WalMart...have you ever met a cashier at WalMart that looked happy and content to be there? I realize that being a cashier doesn't exactly qualify as a professional position, but the same rules apply. WalMart treats their employees like garbage; and in return they get garbage right back. Most employees only work as hard as you pay them, or get fed up and quit after a few weeks.
Here is another real world example: I worked for Walgreens for nearly 10 years before getting laid off last year. (Thanks!) I was a pharmacy technician. I took care of medications, made compound drugs, and was basically a geriatric punching bag for the masses. At the time of my being laid off my hourly pay-rate was ~$13.50 NO OVERTIME ALLOWED.
Nearly everyone I knew that had my same job title was looking to find something else. Due to the job market though, it was tough unless you had an education in a specific field - at least if you wanted to make more money. Adding onto this, Walgreens treats their employees like criminals and "Corporate" is constantly on your back about every little thing.
Now, look at Costco. Right before I left, a good friend of mine was hired as pharmacy manager for our local store. Costco STARTS their pharmacy techs (same job as me) at $12.50/hourly. Ramping up to $25.00/hourly after only 5 years!! That's nearly 40K a year with no college education...needless to say, getting in was very hard. Nobody wanted to quit, haha.
I can see the point of this article - I guess there are members of my generation who would rather work 4 days a week than receive a 401K...However, I think it is grossly inaccurate to assume that giving "young people" an extra day off is the cure-all for them jumping ship. Pay them. Pay them and offer opportunities for advancement. Over time, those "young people" will grow to be "old(er) people" who are STILL working hard for you.
-=K=-
Look at WalMart...have you ever met a cashier at WalMart that looked happy and content to be there? I realize that being a cashier doesn't exactly qualify as a professional position, but the same rules apply. WalMart treats their employees like garbage; and in return they get garbage right back. Most employees only work as hard as you pay them, or get fed up and quit after a few weeks.
Here is another real world example: I worked for Walgreens for nearly 10 years before getting laid off last year. (Thanks!) I was a pharmacy technician. I took care of medications, made compound drugs, and was basically a geriatric punching bag for the masses. At the time of my being laid off my hourly pay-rate was ~$13.50 NO OVERTIME ALLOWED.
Nearly everyone I knew that had my same job title was looking to find something else. Due to the job market though, it was tough unless you had an education in a specific field - at least if you wanted to make more money. Adding onto this, Walgreens treats their employees like criminals and "Corporate" is constantly on your back about every little thing.
Now, look at Costco. Right before I left, a good friend of mine was hired as pharmacy manager for our local store. Costco STARTS their pharmacy techs (same job as me) at $12.50/hourly. Ramping up to $25.00/hourly after only 5 years!! That's nearly 40K a year with no college education...needless to say, getting in was very hard. Nobody wanted to quit, haha.
I can see the point of this article - I guess there are members of my generation who would rather work 4 days a week than receive a 401K...However, I think it is grossly inaccurate to assume that giving "young people" an extra day off is the cure-all for them jumping ship. Pay them. Pay them and offer opportunities for advancement. Over time, those "young people" will grow to be "old(er) people" who are STILL working hard for you.
-=K=-
I'm not a manager, don't work directly with many young people, and don't have any non-work interaction with them at all. To my inexperienced ear, most of these suggestions sound like coddling. I'll wait and see what the feedback is, especially from those on either side of the manager / managed relationship.
I felt that way too. I care about a company match IRA (401k), insurance. I care to work for a company that is doing well and growing.
I have always flourished when working with the older generation and learned a lot more too, it's helped me grow professionally. The problem with my generation is that of them automatically assume old means wrong, and refuse to allow themselves to learn under the tutelage of the older, experienced professional.
I have always flourished when working with the older generation and learned a lot more too, it's helped me grow professionally. The problem with my generation is that of them automatically assume old means wrong, and refuse to allow themselves to learn under the tutelage of the older, experienced professional.
I would think younger workers would be more interested in IRAs and 401Ks than my generation, not less. We stand a good chance of getting at least something out of Social Security. If I was under thirty, my retirement plans would assume SS won't exist when I'm ready to quit working.
Jack, I've worked with all sorts of folk over my 24 year IT career, and I have to say that I don't recognise the generalised picture you are painting of the latest lot.
However, just because I haven't seen it, doesn't mean it isnt so.
Unfortunately, I can't check the veracity of a single one of your claims, because you provide no source references (dodgy methodologies and lack of peer review notwithstanding). I guess until there's even a modicum of proof, I won't be advising any department head or board member within our company to "bend the standard rules".
We already try to make our workplace a fun and productive environment for all, with a relaxed dress code for non-customer facing staff and options for telecommuting where appropriate. However, we simply can't afford to respond to the non-existent stimuli of the "millennial generation" demands, no matter how much we are exhorted to by on-line commentators.
However, just because I haven't seen it, doesn't mean it isnt so.
Unfortunately, I can't check the veracity of a single one of your claims, because you provide no source references (dodgy methodologies and lack of peer review notwithstanding). I guess until there's even a modicum of proof, I won't be advising any department head or board member within our company to "bend the standard rules".
We already try to make our workplace a fun and productive environment for all, with a relaxed dress code for non-customer facing staff and options for telecommuting where appropriate. However, we simply can't afford to respond to the non-existent stimuli of the "millennial generation" demands, no matter how much we are exhorted to by on-line commentators.
The company I work for is going through this transition as the older workers are reitring in droves, but the new hires tended to want to leave in herds, as well. HR had to do something...FAST!! The big problem here, wasn't finding willing workers, but keeping the good ones. As soon as they get trained and garnered a little experience, they would leave for a couople of thousand more a year. HR tried incentives like signing bonuses, termed contracts, fancy titles, flex times, etc. Nothing really seemed to work, until the surveys started going out asking for opinions and ideas. Based on feedback, the company pretty much allows everything on this list. Policies were put in place, in order to keep things from getting too wild, but we have earned Computerworld's 100 Best Places to Work In IT for several years in a row, now. Our CIO has earned similar honors, too. IT went from a "necessary business expense," to a strategic business partner. Now, it's nothing for a "new hire" to have been here for 5, 8, or 10 years. (Compared to the old-timers' 35 and 40 years!!)
to strategic partner wasn't on the list.
I did, maybe it's because I'm old.
So Tony you can sit on beanbag and use your Iphone to work, or you can become a stragegic part of the business.
Hmm hard choice!
Might be me, but I suspect that the way IT was viewed had a far bigger impact on retention than a grab bag of gimmicks.
I did, maybe it's because I'm old.
So Tony you can sit on beanbag and use your Iphone to work, or you can become a stragegic part of the business.
Hmm hard choice!
Might be me, but I suspect that the way IT was viewed had a far bigger impact on retention than a grab bag of gimmicks.
A few years back, I worked for a major company and new hires were being brought in at higher salaries than those who had 2 or 3 of experience. It was also noticed by more senior people that some of the new hires were getting "perks" or preferences they weren't getting. The company felt that those who had been there for a couple or more years would have ties to keep them there (home ownership, children, etc.). This was not good for morale and generated a lot of anti-company chatter. Of course, the junior employees who had no ties left for greener pastures, the new hires tended to get their experience and left and the senior people had to pick up the workload, which generated more bad morale and chatter. The company eventually realized the error of its ways and reset policy on new hires. Unfortunately, a lot of damage had already been done.
in your opinion? Was not the problem more that the experienced workers taken for granted? I was very interested to see you use the reset phrase here, instead of things getting better for all, it seems, the new hires were treated less well to maintain the status quo. Or did they also invest in the existing staff?
I hope this comes out sounding like I am interested - it is meant to.
I hope this comes out sounding like I am interested - it is meant to.
they gave increases to those who had been there for 2 or 3 years to pay them the same as the new hires. The "longer tenured" employees got "zip, nada" - just a bunch of "attaboys". Of course, while welcoming the increases, those with 2 or 3 years still felt screwed because new hires were getting the same pay with no experience. Eventually demand for new hires slowed as did the entry level compensation.
As for senior people, most were either married with children, owned a home or other factors which made leaving a tough decision for them and management took full advantage of this.
As for senior people, most were either married with children, owned a home or other factors which made leaving a tough decision for them and management took full advantage of this.
I'll have any and all of these please.
From what I understand the desire for BYOD crosses generations anyway.
The only practical retention policy is you treat your people with respect. Anything else is self serving drivel to disguise the fact that you have none for them.
I wasn't as clued in back then as I am now, but If I was told,
If you stay, you can buy your own PC so you use it for our needs, as long as you are very careful not to do anything that it might turn out that you shouldn't have for your self on your own device.
Not even my once youthful naivety would have swallowed that one.
From what I understand the desire for BYOD crosses generations anyway.
The only practical retention policy is you treat your people with respect. Anything else is self serving drivel to disguise the fact that you have none for them.
I wasn't as clued in back then as I am now, but If I was told,
If you stay, you can buy your own PC so you use it for our needs, as long as you are very careful not to do anything that it might turn out that you shouldn't have for your self on your own device.
Not even my once youthful naivety would have swallowed that one.
These ideas are good for everyone, not just for millennials. If a company tries to differnetiate between new hires and old hires, that company will get into trouble, as it should. One thing not mentioned is be willing to change or to provide rational reasons why proposed change will not work. If someone (millennial or older) proposes an improvement and management says that we are not implementing the improvement because it is different from what we did in the past, get ready for unhappy employees who will eventually leave. Then management wonders why all the good employees leave.
I take a different approach:
1. Here's your desk, sit here, be on time, don't leave early, etc.
2. This is your task, do it and do it right, see me if you need help
3. You're not the center of the universe, our clients are
4. If none of this suits you please quit and go elsewhere, because I am not about to coddle you - grow up
1. Here's your desk, sit here, be on time, don't leave early, etc.
2. This is your task, do it and do it right, see me if you need help
3. You're not the center of the universe, our clients are
4. If none of this suits you please quit and go elsewhere, because I am not about to coddle you - grow up
1. This is my desk, I don't care if you got in before me, move. If I leave early you can sit at it but don't move any of my stuff, and leave it as tidy as it was.
2. This is my task, I'm doing it, I have the last definition of right and I certainly don't need help about the technical bits from some manager.
3. My family is my centre of everything, you are barely in the same galaxy.
4. If all of this doesn't suit start looking for a replacement, you are going to need one.
Regards Pre-millenial kid.
2. This is my task, I'm doing it, I have the last definition of right and I certainly don't need help about the technical bits from some manager.
3. My family is my centre of everything, you are barely in the same galaxy.
4. If all of this doesn't suit start looking for a replacement, you are going to need one.
Regards Pre-millenial kid.
... couldn't agree more. I work for my employer, not the other way around. I come to work to work, not putz around on my phone and be pampered. Time to lean, time to clean sort of attitude. If you don't have that work ethic, then you will be replaced by someone who does, end of story.
One thing missing from most of these 'be flexible' discussions is salary. I for one, wanted to be a systems admin ever since I was bout 12 years old.
I don't mind the long hours, or irregular schedule, or assanine management expectations, and ridiculously short delivery expectations. What I don't like is the expectation that I should spend 60 - 70 hours a week working for a company that pays me for 37-1/2 hours. No O/T, no bonuses, just an offer of imaginary lieu time that is always just out of grasp.
That is why I will never be an employee again. I quit, got my lieu time, and took a contract where I get paid a good wage for all time worked.
I don't mind the long hours, or irregular schedule, or assanine management expectations, and ridiculously short delivery expectations. What I don't like is the expectation that I should spend 60 - 70 hours a week working for a company that pays me for 37-1/2 hours. No O/T, no bonuses, just an offer of imaginary lieu time that is always just out of grasp.
That is why I will never be an employee again. I quit, got my lieu time, and took a contract where I get paid a good wage for all time worked.
Just direct deposit thier pay and hope that if they are in a good mood they will do something nice in return. If not, we can blame ourselves for not doing enough for them. Sheesh.
Well I am of the humble opinion that we want grown ups in the workplace. This all reminds me of the time when teachers donned romper-type suits and got down and dirty with the children and wanted to be called 'John' or 'Mary' and 'be friends' rather than Teacher- Pupil. I suppose there are companies that think bright-primary-coloured bean bags and 'chill-out' areas and being Facebook-Twitter-et-al friendly is the way to go. Good luck to them. What will that company be like when the 'coddled' generation is in the driving seat? Romper-suits and playing in the lifts and chunky crayons to be 'expressive' on the walls I suppose. We need to have a grown-up approach to this; young people, and I was one once, need to understand that the workplace is not an extension of kindergarten; college-campus-capers and rag-days have no real place there. Rather than dumbing down (haven't the schools and TV done enough of that already) and 'dealing with' Tommy's 'I'm leaving' tantrums and pandering; shouldn't we be showing them respect and treating them like the adults they think they are? Of course workplaces can and should move with the techonolgy and make use of it if it does make a difference to productivity and efficiency etc., and of course coming to work should be a good experience; but let's not forget that we are there to do a job of work not to play. If the prospective employee does not like the sound of the company because there is not enough 'playtime' and toys I guess they can go elsewhere.
Not on #1, #4 and #5. It's just not practical. I understand the reasoning behind saying it but they're there to work, not dick around with Twitter on their whatever device.
Don't agree with #2 either, benefits are important, unless you're too dense not to know this, in which case you aren't that important of an employee.
In any event in a few years time there will be an enormous labor crunch, so they're going to be too busy working to be arguing about their iPad.
Don't agree with #2 either, benefits are important, unless you're too dense not to know this, in which case you aren't that important of an employee.
In any event in a few years time there will be an enormous labor crunch, so they're going to be too busy working to be arguing about their iPad.
This attitude doesn't encourage responsible behavior. It's the same policy that was tried by rewarding children for failure under the guise that the attempt itself was good enough.
Allowing a different set of rules based on generational expectations comes alarmingly close to crossing the Federal guidelines against age discrimination. If BYOD and Social Networking is encouraged on company time then you would have to allow older workers to bring their golf clubs to work and get paid to play golf, and I would insist that I be allowed to bring my skiis to work and get paid to go skiing.
What employer thinks they can succeed in a business environment by encouraging employees to chat on Facebook, Browse, and give friends priority over business while on company time. A company needs to meet the bottom line to succeed and continue its operation - its called work for a reason.
Allowing a different set of rules based on generational expectations comes alarmingly close to crossing the Federal guidelines against age discrimination. If BYOD and Social Networking is encouraged on company time then you would have to allow older workers to bring their golf clubs to work and get paid to play golf, and I would insist that I be allowed to bring my skiis to work and get paid to go skiing.
What employer thinks they can succeed in a business environment by encouraging employees to chat on Facebook, Browse, and give friends priority over business while on company time. A company needs to meet the bottom line to succeed and continue its operation - its called work for a reason.
but the response to every one of these "how to keep your employees" is
at 8% unemployment (in the U.S.), I'll treat them however I want, or just outsource, and forget about them
at 8% unemployment (in the U.S.), I'll treat them however I want, or just outsource, and forget about them
Keep them on board? Where are they going to go?
There's a skills shortage you know 
Note I'm english. This is called irony, just in case.
Note I'm english. This is called irony, just in case.
As a mater of fact, I don't believe it. I believe only salary figures, and they say there's no skill shortage.
Type "it/ict/tech skill/talent/staff shortage/crisis/chrunch", and you'll get at least a couple of 10 hits, regardless of economic situation. It's interesting to combine the above with words like "career", "young people", and "pipeline".
I'm trying to develop investment strategy on NASDAQ based on shortage shouting. I've noticed that in the past, it was always the loudest about 6-12 months before recession. This pattern is getting kinda irregular lately, though.
That 8% you've mentioned before... yeah, some of them can do IT, but they never posses the exact skill set needed by employers.
I'm trying to develop investment strategy on NASDAQ based on shortage shouting. I've noticed that in the past, it was always the loudest about 6-12 months before recession. This pattern is getting kinda irregular lately, though.
That 8% you've mentioned before... yeah, some of them can do IT, but they never posses the exact skill set needed by employers.
As someone else here has said, everyone needs respect. Just because the labour (yes, I'm British) market's difficult doesn't mean we should treat people badly.
Observe wear indicators carefully, replace as necessary.
When the next leg of economic depression comes around, you'll have to get rid of them anyway.
The mantra they have embraced, encouraged by parents, is "it's all about ME".
The "MEllenials" as a group are no more, or less, technically adept than previous generations. They simply spend (waste?) more time with it, usually listening to music, watching video, or texting friends, rather than using it as a tool to increase their knowledge.
The "MEllenials" as a group are no more, or less, technically adept than previous generations. They simply spend (waste?) more time with it, usually listening to music, watching video, or texting friends, rather than using it as a tool to increase their knowledge.
....so, any questions you would like to ask?
Err (text, text, text) hold on like (text, text, text) er yeah, like (DAAAADAAAAA dude you have a MeSSSAGGEE!!!!!!) cool.like..that's awesome (text, text, text)..er yeah like can I work from bed like somedays yeah thadad be like cool all my (text, text, text, text) friends do that, an is there a chillin area with like wifi an stuff like you know like free coke and that, they have like (text, text, text,) pool tables at my mates firm like yeah is awsome, have you got that here?.............
Err (text, text, text) hold on like (text, text, text) er yeah, like (DAAAADAAAAA dude you have a MeSSSAGGEE!!!!!!) cool.like..that's awesome (text, text, text)..er yeah like can I work from bed like somedays yeah thadad be like cool all my (text, text, text, text) friends do that, an is there a chillin area with like wifi an stuff like you know like free coke and that, they have like (text, text, text,) pool tables at my mates firm like yeah is awsome, have you got that here?.............
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