Any company should care about improving diversity: it accounts for success. And it will develop your image as an employer. Millennials in particular choose who to work with rather than for. And it matters who you are.
Workplace diversity is strongly related to team performance and overall profitability. But achieving such diversity comes with many challenges. Here’s how to go through them.
Any company should care about improving diversity: it accounts for success. And it will develop your image as an employer. Millennials in particular choose who to work with rather than for. And it matters who you are.
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When speaker Ryan Jenkins was approached by an audience member saying that his Millennial workforce was much more comfortable with texting compared to phone calls, he took it as further evidence that this was indeed the case and identified five reasons why this might be.
To his credit, Jenkins dots the “i” with some of his observations. Chief among them is the presumptuous nature of the practice, which implies that you drop everything to pick up the phone, without any fair warning as to what the caller has to say and how it will affect your workflow, or for how long. But that’s where I draw the line regarding the negative side of voice calls. Characterizations like time consuming, distracting, superfluous, and ineffective are the product of a subjective analysis, even though none of these are false either
Companies competing in the technology sector are – to put it mildly – smart. They not only make the world go round, but they also set the tone for the future through their unique taste in architecture, collaboration and HR practices.
Employers today have to struggle to wow applicants with bold office designs, mild policies and a long list of benefits. For tech companies, the workforce is the most important asset. Without the people, there is no product or service, no matter how brilliant the company’s management might be.
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Market researchers everywhere are sounding the horn that Millennials are quickly becoming the dominant figure in the workforce, dispensing their invaluable advice on how to cope with the situation left and right. However, the world is in no danger of ending just because Generation Y is growing up. Gen Xers are alive and kicking, and spending more than ever.
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“Self-absorbed,” “wasteful,” “greedy” and “cynical.” This is basically how Generation Y, otherwise known as Millennials, see themselves today. Not all of them, but a good chunk of the demographic nonetheless.
A study conducted by Pew Research Center with 3,147 adults (who are part of the American Trends Panel) reveals that Millennials, the generation born between 1981 and 1997 (according to this particular research group) are the most prone to criticize their generation. Basically the only good thing they have to say about themselves is that they are idealistic. So what’s the catch?
Are you in it for the money, for the fame, or to change the world? NextGeneration Recruitment has put together a nice infographic that looks at three different generations as tomorrow’s leaders. Right off the bat, Gen-X are described as the best workers, but that’s not always what HR looks for in certain applicants. Sometimes you just want someone who, despite being a little slow, is 100% passionate.
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It’s official: the millennial generation (born between 1980 and 2000), also referred to as Generation Y, now makes up the majority of the labor force in the U.S. In other words, the population aged 16 to 34 today is commanding the workplace. And they have plenty of demands to go with this milestone.
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Millennials will always remember the first time they saw their grandparents operate a PC. Born during or after the personal computer revolution, this generation (aged 18-45 today) consumes the most digital content created today. Baby Boomers and Generation X do too, only differently.