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Millennials are a unique generation. Born right around the emergence of a digital era (late 1980s-early 1990s), Generation-Y is currently taking over the workplace.
So how do human resources managers solve this generation gap problem?
Purpose and motivation
The older generations wake up and go to work every day because of money – a tangible form of reimbursement. According to Akiko Naka, CEO of human resources platform Wantedly, this isn’t the case for millennials. She was interviewed by Tech in Asia’s Osman Husain, at TIA Jakarta 2016.
For example, when a start-up wants to motivate a millennial marketing executive to increase KPI, the manager has to extensively explain how important the KPI is to the company and how the millennial plays an important role in marketing to increase performance numbers, Akiko said.
Loyalty wrapped in transparency
Although companies value commitment and employees who stay with them for the long term, millennials have the tendency to leave the company by the time they learned all they can in their jobs, Akiko explained.
In order to keep millennials’ trust, Akiko says it is best to provide a thorough explanation for them to figure out the company’s future plans and goals. If it doesn’t work out, managers need to pull the plug and do it quick.
How entrepreneurship disrupts millennial hiring
According to Akiko, start-ups suit millennial tastes because they focus on a limited portfolio of products and solve small problems, compared to corporates with their larger, convoluted structures.
“The talented first tier of college-graduated millennials end up building their own start-up company; ones who follow tend to work for these start-ups. This is disrupting the large corporation hiring system,” she said.
This is an excerpt from Tech in Asia. You can read the full article here
This is an excerpt from Tech in Asia. You can read the full article here
