According to Gallup, the answer is yes — profoundly so. Millennials will change the world decisively more than any other generation. Millennials are changing the very will of the world. So we, too, must change.
What do millennials want?
And what does that mean for the future of your organization?
Jim Clifton, Chairman and CEO of Gallup shows us 6 functional changes to reckon with in order to change organizational cultures from old will to new will:
Millennials don’t just work for a paycheck — they want a purpose.
For millennials, work must have meaning. They want to work for organizations with a mission and purpose. Back in the old days, most baby boomers or X-gen’s didn’t necessarily need meaning in their jobs, they just wanted a paycheck and have a good life with families and communities. For millennials, money is important and must be fair, but it’s no longer the driver. The emphasis for this generation has switched from paycheck to purpose — and so must your culture.
Millennials are not pursuing job satisfaction — they are pursuing development.
Most millennials don’t care about ping pong tables and latte machines found in many workplaces today in order to try to create job satisfaction. Giving out toys and entitlements is a leadership mistake, and worse, it’s condescending. Purpose and development drive this generation.
Millennials don’t want bosses — they want coaches.
The role of an old-style boss is command and control. Millennials care about having managers who can coach them, who value them as both people and employees, and who help them understand and build their strengths.
Millennials don’t want annual reviews — they want ongoing conversations.
The way millennials communicate — texting, tweeting, Skype, etc. — is now real-time and continuous. This directly affects the workplace because millennials are accustomed to constant communication and feedback. Annual reviews no longer work.
Millennials don’t want to fix their weaknesses — they want to develop their strengths.
Gallup has discovered that weaknesses never develop into strengths, while strengths develop infinitely. This is arguably the biggest discovery Gallup or any organization has ever made on the subject of human development in the workplace. Organizations shouldn’t ignore weaknesses. Rather, they should minimize weaknesses and maximize strengths. Transition to strengths-based cultures, or you won’t attract and keep their stars.
It’s not just my job — it’s my life.
Everyone wants a good job. This is especially true for millennials. More so than ever in the history of corporate culture, employees are asking, “Does this organization value my strengths and my contribution? Does this organization give me the chance to do what I do best every day?” Because for millennials, a job is no longer just a job — it’s their life as well.
Millennials are motivated by much more than just money and status. They want advancement, responsibility and autonomy and they look for employers who are not afraid of giving this to them.