According to a study by the Gallup Poll, Millennials are the least engaged workforce with only 28.9 percent proper engagement. Millennial working population around the world is over 80 million (that is 36% of the overall working population). Future of business now lies in the hands of next-gen workforce aka Millennials and it has become vital for employers to move these unengaged workers of their firms towards engagement for the success of the company.
Here are the 6 millennial motivation tips for leaders aspiring to ignite the change and utilize the energy of this unengaged workforce towards the benefit of the organization:
- According to ‘2014 Millennial Study’, around 78% Millennials are strongly influenced by ‘how innovative a company is’.
- As per ‘Deloitte’ report, approximately 66% of the Millennial work in companies that encourages and rewards innovative ideas.
Millennials are innovators and the catalyst for change. They wish to solve the complex problems of this world with the help of their high-tech & hyper-connection. They are more inclined towards new ideas and companies which shares and rewards ‘Innovation’.
- Around 73% Millennials want companies to allow modification of their workspace/workstations while around 63% of them ask IT to find solutions for their needs.
- As per ‘Cisco’ survey, approximately 69% of the Millennials find office regular attendance unnecessary.
According to several new market studies and employee surveys, it has been found that employees, especially Millennials seek flexibility at their workplace. They are more interested in the employers who allow customization in the work they want to do.
- As per ‘Forbes’ data, approximately 74% of the Millennials prefer a collaborative work environment.
- As per ‘IdeaPaint’, around 74% of Millennials prefer to collaborate in small groups.
Millennials have a tendency to learn better and quicker in teams. Social Media is their biggest weapon to form collaborations. According to the McKinsey report, social media has the potential to save companies over 1.3 trillion dollars, which they spend over their collaboration programs. Companies such as Google, Facebook etc are known for their extreme collaboration programs.
- As per ‘Forbes’ market survey, the primary reason ‘why Millennials leave an organization’ is the lack of growth and career opportunity.
- Around 50% of the Millennials believe that the organization should adapt better development policies.
Millennials aspires to have a clear picture of ‘what is expected of them’ and ‘what skills plus experience is required’ to accomplish the goal. They prefer transparency in the management, work and from their leaders.
- As per ‘Millennials Branding’ survey report, around 89% of the Millennials would like to choose their own preference of when and where to work than to stick in a 9 to 5 job.
- According to ‘Kauffman Foundation’, approximately 54% of the Millennials desire to start their own business.
With the growing entrepreneurial culture, Millennials have a higher aspiration to start something of their own. With an entrepreneurial mindset, they desire ownership of their work, position, tasks and careers.
- According to ‘Bentley’s University’s Center for Women and Business’ report, making a difference at work is more important than professional recognition to over 84% of the Millennials.
- Whereas according to ‘Deloitte’ workplace report, approximately 92% of the Millennials believe that profitability should not be the ultimate performance measuring tool.
Most of the Millennials define their career success by the meaningfulness of the work they do rather than the profitability. They are more driven towards the leaders who shares a purposeful vision for work, organization plus personal growth.
Why is Motivation So Important for Millennials?
The millennial forms biggest share of the current global workforce and are considered as one of the highly energetic, qualified yet naïve workers. They are in the need of constant motivation, guidance and meaningful leadership. Millennials have great potential, but, in the lack of proper guidance they tend to become one of the laziest, narcissistic and disengaged professionals within an organization. Hence, the focus should be given upon forming an engagement policy that motivates Millennials and help organizations with the output plus profitability.