A part of navigating the new world of work and preparing for the future of work is putting the needs and expectations of Millennials - and generations after them - front and centre, and in turn, unlocking their immense potential. After all, this segment is set to make up three-quarters of the workforce in the near future.
As the largest generational cohort in the workforce, their unique perspectives, values, and expectations are shaping the way organisations operate and thrive. They are Millennials, those born between the early 1980s and the early 1990s who are working their way up the ranks into managerial positions and are predicted to make up 75% of the workforce by 2025.
However, engaging this ever-important demographic in the workplace requires an adequate understanding of the current working landscape, where hybrid working is more than a perk but an expectation.
We explore how organisations can harness the potential of the most prevalent and progressive generations and why appealing to them is critical for long-term success.
The world of work has undergone an extraordinary shift in recent years. Traditional 9-to-5 office setups have gravitated towards more flexible schedules and the rise of hybrid models that combine in-person and virtual collaboration. Millennials, who have grown up in a digital age, have embraced these changes and look for work environments that offer them more freedom, flexibility, and autonomy.
As employers, it is essential to recognise the value that millennials bring to the table. They are known for their tech-savviness, creativity, and desire for purposeful work. By engaging millennials effectively, organisations can unlock their immense potential, leading to increased productivity, creativity, and employee satisfaction.
One of the most significant aspects of engaging millennials in the new world of work is understanding the hybrid model. Recent events accelerated the adoption of remote work, and the hybrid model emerged as a successful solution that offers the best of both worlds. Millennials, who are accustomed to digital communication tools and online collaboration platforms, have effortlessly adapted to this new way of working. They value the freedom to work from anywhere while still craving social interaction and meaningful connections.
To appeal to this demographic, organisations should evaluate their current position on a few key factors that millenials (and ensuing generations) find important.
Here are three key priorities organisations can work towards so that they can attract and retain younger talent:
A positive company culture that fosters a sense of belonging and purpose among employees is highly valued by Millenials. One that is built upon transparent communication, mutual respect, and a collective commitment to the organisation’s goals.
It comes as no surprise that Millenials favour organisations that prioritise employee well-being, work-life balance, and opportunities for personal and professional growth.
The good news is that the benefits are reciprocal, whereby nurturing a vibrant and supportive company culture, organisations can create an environment where employees feel valued, motivated, and inspired to give their best every day.
Embracing technology is paramount when engaging millennials in the hybrid workplace. Millennials have a deep understanding of digital tools and expect their employers to leverage technology effectively.
The forced need to work from home saw organisations more rapidly adopt modern communication platforms, project management tools, and collaborative software to enhance productivity, streamline workflows and create a more seamless virtual work environment.
In a hybrid work setting, additional technology is needed to streamline the mix of remote and in-office workdays. Desk and locker booking platforms are examples of these. However with the operative word being ‘seamless’, such tools should be designed to enhance the employee experience not complicate it by adding yet another tool to the repertoire.
Nura Space knows this and has designed a platform that offers desk, locker and room booking with seamless integration top of mind. Our web and mobile app offers two-click booking possibilities for the user and is integrated with the Microsoft suite for frictionless use among other everyday tools. Welcome news for IT teams too!
Flexibility remains a cornerstone in engaging millennials. Empowering them to manage their schedules and promoting a healthy work-life balance will result in higher job satisfaction and loyalty. Prioritising mental health and wellness initiatives demonstrates to Millennials that you are truly committed to their overall well-being.
Trust is a significant factor. Not offering some level of flexibility in work schedules and location indicates to employees that you question their ability to put in the work needed to perform in their roles. Instead, by empowering them to be autonomous in their roles and creating a sense of purpose and belonging, strengthened by trust, Millennials will be more likely to rise to the occasion and reciprocate by delivering their best work aided by the mental clarity of an improved state of well-being.
While Millennials have been the focal point of discussions around the future of work, it is crucial to acknowledge the rising force of Generation Z, the cohort born between the mid-1990s and early 2010s. Referred to by McCrindle as more ‘career mobile’, attracting and retaining Gen Z remains a challenge given that they are statistically less likely to remain with an employer who is not aligned with their needs.
Gen Z who are expected to make up a third of the working population by 2030 are more open to change and less loyal than their predecessors, remaing in a job for under three years on average according to the research.
Even more so than Millennials, Gen Z has grown up in a world immersed in technology, social media, and instant connectivity. It is also important to acknowledge that having recently entered the workforce, the ‘new world of work’ is not so new and novel to Gen Z, as it is all they have been exposed to in their careers thus far.
Gen Z’s readiness to adopt new technology and digital innovation means they expect seamless integration of technology in the workplace and make the perfect change champions for the rollout of new tech. Therefore, to effectively engage this generation, organisations should leverage technology to facilitate collaboration, streamline processes, and continue to offer flexible hybrid working schedules.
Like Millennials, Gen Z also values authenticity, transparency, and open communication. Hence why it is vital to provide opportunities for open dialogue in a hybrid workplace, encourage feedback, and create a psychologically safe work environment to resonate with this cohort as much as Millennials.
As a hybrid workplace management software, Nura Space not only fosters flexibility and delivers the tech innovation that is welcomed by Gen Z and Millenials, but it is also team-oriented. Features such as ‘MyTeam', where employees can plan their in-office days to be in sync with their colleagues' bookings, increases opportunities for connectedness and collaboration in a hybrid workplace.
Appealing to Millennials in the new world of work, where hybrid is the norm, is essential for organisations striving to prosper in the evolving landscape. By understanding their unique needs, leveraging technology, fostering a positive company culture, and prioritising flexibility, organisations can create an environment where Millennials can thrive, contribute their best, and drive the success of the company as a whole.
Furthermore, by applying and even evolving our learnings with Millennials to Gen Z, organisations will be better poised to understand what makes this generation 'tick' and effectively engage with them, capitalising on their unique strengths now and into the future.
Reach out for a chat about the many Nura Space features that could start benefiting your business today. Why not involve your younger employees in the process? They will relish to opportunity to upskill while improving the employee experience for them and their colleagues.
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