Millennials brænder for deres job…

“Unge ’millennials’ er mindre loyale over for deres arbejdsplads end andre…”

Det er igen slået fast i en rapport udgivet lavet af Deloitte. Læs mere om den her – “2018 Deloitte Millennial Syrvey. Millennials disappointed in business, unprepared for Industry 4.0”

Det giver anledning til selvransagning for at forstå fremtidens medarbejder og skabe fremtidens virksomheder. Digitalisering er over os, bæredygtighed er over os, globalisering og dens muligheder og ufred er over os … Millennials skal skabe vores fremtid – så vi må hellere lige stoppe op og lytte – sådan rigtigt lytte – til fremtidens medarbejdere. Én af hovedpointerne i Deloittes rapport er, at der er et stort mismatch mellem Millennials’ forventninger til, hvad ansvarlige virksomheder skal opnå, og hvad de opfatter virksomhedernes egentlige prioriteter. Dét giver ikke loyale medarbejdere, hvis man er værdidrevet… Hvis du vil have svar på, hvad der driver Millennials kan du jo kigge i rapporten – men tag lige og læs lidt længere frem i artiklen – der kommer nemlig nogle af svarene fra en Millennial. 

Elizabeth McLeod (Millennial fra Boston University) , har skrevet et ‘Brev til ledelsen’. Som supplement til rapporter og undersøgelser giver den et meningsfuldt indblik i Millennials’ forventninger og ønsker til sin arbejdsplads og chef. Jeg tillader mig her at sakse indlægget ind i sin helhed:

“An open letter to management.

You hired us thinking this one might be different; this one might be in it for the long haul. We’re six months in, giving everything we have, then suddenly, we drop a bomb on you. We’re quitting.

We know the stereotypes. Millennials never settle down. We’re drowning in debt for useless degrees. We refuse to put our phone away. We are addicted to lattes even at the expense of our water bill. Our bosses are not wrong about these perceptions. But, pointing to our sometimes irresponsible spending and fear of interpersonal commitment isn’t going to solve your problem. You still need us. We’re the ones who’ve mastered social media, who have the energy of a thousand suns, and who will knock back 5-dollar macchiatos until the job is done perfectly.

I’ve worked in corporate America, administrative offices, advertising agencies, and restaurants. I’ve had bosses ranging from 24 to 64. I’ve had bosses I loved, and bosses I didn’t. I’ve seen my peers quit, and I’ve quit a few times myself. Here’s what’s really behind your millennials’ resignation letter:

 

1. You tolerate low-performance

It’s downright debilitating to a high achiever. I’m working my heart out and every time I look up Donna-Do-Nothing is contemplating how long is too long to take for lunch. I start wondering why leadership tolerates this.

Is that the standard here? No thanks.

Fact: Poor performers have a chilling effect on everyone.

 

2. ROI is not enough for me.

I spent Sunday thinking about how I can make a difference to our customers. Now it’s Monday morning, what do I hear? Stock price. Billing. ROI. Suddenly, my Monday power playlist seems useless. I’m sitting in a conference room listening to you drag on about cash flow.

I was making more money bartending in college than I am at this entry-level job. You say I’ll get a raise in a year if the company hits a certain number? So what? I need something to care about today. Talk to me about how we make a difference, not your ROI report.

Fact: Organizations with a purpose bigger than money have a growth rate triple that of their competitors.

 

3. Culture is more than free Panera.

Don’t confuse culture with collateral. Yes, I am a cash-strapped millennial who really appreciates free lunch. But I don’t wake up at 6AM every day to play foosball in the break room. I’m not inspired to be more innovative over a Bacon Turkey Bravo.

I need to be surrounded by people who are on fire for what we’re doing. I need a manager who is motivated to push boundaries and think differently. Working in a cool office is really awesome. So is free lunch. But a purposeful culture is more important.

Fact: A culture of purpose drives exponential sales growth.

 

4. It’s ok to get personal

Treat me like a number? I’ll return the favor. This job will quickly become nothing more than my rent payment. I’ll start living for Friday and counting down the minutes until 5. After a few months of that, I’ll probably have a drunken epiphany and realize I want more out of my life than this.

Then I’ll prove your assumptions right. 8 months in, I’ll quit and leave. Or worse, I’ll quit and stay, just like Donna-Do-Nothing.

That’s not good for either of us. Here’s what you need to know:

I was raised to believe I could change the world. I’m desperate for you to show me that the work we do here matters, even just a little bit. I’ll make copies, I’ll fetch coffee, I’ll do the grunt work. But I’m not doing it to help you get a new Mercedes.

I’ll give you everything I’ve got, but I need to know it makes a difference to something bigger than your bottom line.

Signed,

A Millennial”

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Tjek også Simon Sinek  – han er også en interessant kapacitet på at forstå Millennials.