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How to prepare your company to specialists generation JAJAJA
Young people from generation JAJAJA often not satisfied with the traditional culture of work, and they clash at first, and then leave the company to found his own. In the next year millenialy take most of the jobs. What is really important for the generation JAJAJA how to understand them and to keep in your company?
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bikeriderlondon / Shutterstock.com
bikeriderlondon / Shutterstock.com
So next year, people born from 1981 to 1996, will be the main workforce and work culture will gradually change for them.
We already wrote about JAJAJA generation , their features, strengths and weaknesses. And now let’s talk about them as employees.
As shown by recent studies, a new generation for the most part does not accept the traditional structure of companies. This means that modern offices are waiting for a big change.
Platform frinlansa Elance-oDesk and Millennial Branding conducted a study, interviewing more than a thousand workers millenialov and 200 HR managers from the older generation.
The survey was to identify what differences there are in the mindset of people and millenialov Generation X (born between 1965 and 1982). And it turned out that the views and opinions of the two groups of respondents differed greatly.
What is really important
Two-thirds of managers agreed that millenialov sex ratio in the workplace are approximately equal. But the survey results suggest otherwise. Gender discrimination in terms of salary and position is still thriving. More than 20% of women claimed that they only got a job, the conditions were worse than they had expected. And only 12% of men felt the same way.
Three-quarters of hiring managers from generation X agreed that primarily motivated millenialov money . Agree with that only 44% millenialov. Perhaps hiring managers from generation X just do not realize what is really important for a new generation.
Millenialy appreciate the work of a good team over stóyaschim and interesting project.
More than half of hiring managers agree that it is very difficult to find and keep a worker from generation millenialov. This is understandable:
About 80% of millenialov future plans to leave the work place and work for themselves.
It seems that the prospects are not very bright. If everyone wants to work for themselves, how then hold securities professionals?
A ray of hope in a generation JAJAJA
In the results of the study provides some encouraging facts about millenialah. HR managers appreciate their ability to handle the technology and develop new, as well as the ability to quickly adapt to the circumstances.
But whether modern company to develop fast enough to attract and, most importantly, retain young professionals, – depends only on them.
Big benefits in this case there is a young and small companies. Companies giants, of course, also make a difference, but for them it is very difficult. But if you – startups, who had just founded his own company and has received funding, you have every chance.
A small young companies have the opportunity to create a new culture, adapt millenialov.
Vice President Elance-oDesk Dzhaleh Bisharat added that attracts many millenialov flexibility freelancing . But, at the same time, depressing economic and social conditions and the lack of stability can change their preferences. And it can also be considered an encouraging fact for those who need young professionals.
Advantages and disadvantages of millenialov as workers
Here is a table comparing the working qualities millenialov and people from generation X.
As HR managers see millenialov
Narcissistic, open to change and creative, but not very confident and able to work in a team.
And the advantages and disadvantages of the people from generation JAJAJA can be turned to their advantage. Especially if you create an environment suitable for them.
What do you think about millenialah, as wage earners (especially if you do – millenial)?
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